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WOMEN'S EDUCATIONAL AND INDUSTRIAL 
UNION, BOSTON 

DEPARTMENT OF RESEARCH 



Studies in Economic Relations op Women 



Volume I, Part 1. Vocations for the Trained Woman. Oppor- 
tunities Other than Teaching. Introductory Papers. Edited 
by Agnes F. Perkins.* 8vo, paper covers, $0.60 net. Postage 
14 cents extra. 

Volume I, Part 2. Vocations for the Trained Woman : Agriculture, 
Social Service, Secretarial Service, Business of Real Estate. 
By Eleanor Martin, Margaret A. Post, Fellows in the Department 
of Research, Women's Educational and Industrial Union, and 
the Committee on Economic Efficiency of College Women, 
Boston Branch, Association of Collegiate Alumnae. Prepared 
under the direction of Susan M. Kingsbury, Ph.D. 8vo, $1.50 
net. Postage 16 cents extra. 

Volume II. Labor Laws and their Enforcement, with Special 
Reference to Massachusetts. By Charles E. Persons, Mabel 
Parton, Mabelle Moses, and Three "Fellows." Edited by 
Susan M. Kingsbury, Ph.D. 8vo, $2.00 net. Postage 24 cents 
extra. 

Volume III. The Living Wage of Women Workers. A Study 
of Incomes and Expenditures of 450 Women in the City of 
Boston. By Louise Marion Bosworth. Edited with an intro- 
duction by F. Spencer Baldwin, Ph.D. 8vo, $1.00 net. Post- 
age 8 cents extra. 

Volume IV. Dressmaking as a Trade for Women. By May 
Allinson, A.M. Prepared under the direction of Susan M. Kings- 
bury, Ph.D. In preparation. 

Volume V. Millinery as a Trade for Women. By Lorinda Perry, 
Ph.D. Prepared under the direction of Susan M. Kingsbury, 
Ph.D. In preparation. 

Volume VI. The Boot and Shoe Industry as a Trade for Women. 
Investigation conducted, under the direction of May Allinson, 
by the Fellows in the Department of Research, Women's Edu- 
cational and Industrial Union. Report prepared by Lila Ver- 
Planck North. In preparation. 



LONGMANS, GREEN, AND CO. 

NEW YORK, LONDON, BOMBAY, AND CALCUTTA 



WOMEN'S EDUCATIONAL AND INDUSTRIAL UNION 

BOSTON 

DEPARTMENT OF RESEARCH 




STUDIES IN 
ECONOMIC RELATIONS OF WOMEN 

VOLUME I, PART 2 



Copyright, 191 k* by 

Women's Educational and Industrial Union 
Boston, Mass. 



MM 3 j 



GEO. H. EUJS CO., PRINTERS. BOSTON MASS. 



©CU37G012 



VOCATIONS 



THE TRAINED WOMAN 



AGRICULTURE, SOCIAL SERVICE, SECRETARIAL 
SERVICE, BUSINESS OF REAL ESTATE 

BY 

ELEANOR MARTIN and MARGARET A. POST 

FELLOWS IN THE DEPABTMENT OP RESEARCH, WOMEN'S EDUCATIONAL AND 
INDUSTRIAL UNION 

AND 

COMMITTEE ON ECONOMIC EFFICIENCY OF COLLEGE WOMEN, 
BOSTON BRANCH, ASSOCIATION OF COLLEGIATE ALUMNAE 



PREPARED UNDER THE DIRECTION OP 

SUSAN M. KINGSBURY, Ph.D. 



LONGMANS, GREEN, AND CO 

FOURTH AVENUE « tfOrH STREET, NEW YORK 
LONDON, BOMBAY, AND CALCUTTA 

1914 



VOCATIONS FOR THE TRAINED WOMAN 

AGRICULTURE, SOCIAL SERVICE, SECRETARIAL SERVICE 
BUSINESS OF REAL ESTATE 



STUDIES 

Preface. By Florence Jackson, Director of the Appointment Bureau. 
Women's Educational and Industrial Union. 

Chapter I. Opportunities for Women in Agriculture. Based 
on a Study in Massachusetts. By Eleanor Martin, formerly 
Fellow in the Department of Research, Women's Educational and 
Industrial Union. Foreword by President Kenyon L. Butterfield, 
Massachusetts Agricultural College. 

Chapter II. Opportunities for Women in Social Service. Based 
on a Survey of Social Work in New England Cities and 
Towns. By the Committee on Economic Efficiency of Col- 
lege Women, Boston Branch, Association of Collegiate Alumnse. 
Foreword by Vida D. Scudder, Professor of English Literature, 
Wellesley College. 

Chapter III. Opportunities for Women in Secretarial Service. 
By Margaret A. Post, Fellow in the Department of Research in 
connection with the Appointment Bureau, Women's Educational and 
Industrial Union. Foreword by President Henry Lefavour, Sim- 
mons College. 

Chapter IV. Opportunities for Women in the Business of Real 
Estate. Based on a Study in Boston and Suburbs. By 
Eleanor Martin, formerly Fellow in the Department of Research, 
Women's Educational and Industrial Union. 



CONTENTS 



PAGB 

Preface xv-xvii 

List of Tables xiii 

List of Charts xiv 



CHAPTER I. 

Opportunities for Women in Agriculture by Eleanor 

Martin 1-69 

Foreword by Kenyon L. Butterfield : 

Limitation of field for women — Types of agriculture 
adapted to women — The New England farm home 3-5 

Introduction of scientific agriculture — Specialization — 
Scope and purpose of present study — Problem con- 
fronting the farmer 7-12 

Market Gardening — General conditions of the business — 
Income and expenses of market gardeners interviewed 
— Opportunity for women 12-24 

Fruit Growing — Best field in agriculture — Ways of devel- 
oping industry — Land, labor and capital required — 
Expenses and returns from fruit farms — Essentials for 
success in fruit growing — Opportunity for women . 25-38 

Growing Flowers for the Market — Essentials for business 
— Best results from specialization — Expenses and 
profits — Prospect for floriculture good — Chief obstacle 
for women in the work — Special lines developed by 
women — Advisability of combining floriculture with 
some other form of agriculture 33-42 

Nursery Culture — Difficulty in securing training and ex- 
perience — Labor, capital and profits — Advantages as 
a business enterprise — Opportunity for women — 
Special lines of work 42-47 

Poultry Raising — Exceptional advantages for women — 
Various lines of poultry raising — Investment, ex- 
penses, returns and profits in the business — Require- 
ments for success — Modest beginning advisable . . 47-54 



CONTENTS 

FAOB 

Bee Keeping — Importance of industry — Methods of con- 
ducting business — Expenses and profits — Bee culture 
as an avocation — Opportunity for women . . . 54-60 

Dairy Farming — General conditions of the business — Cost 
and profits in dairying — Labor problem — Poor out- 
look in business — Prospect for women .... 61-67 

Agriculture as an occupation for women — Need and oppor- 
tunity for training — Outlook for the girl on the farm, 67-69 



CHAPTER II. 

Oppobtunities for Women in Social Service by the Com- 
mittee on Economic Efficiency of College 
Women of the Boston Branch of the Associa- 
tion of Collegiate Alumnae 71-108 

Foreword by Vida D. Scudder: 

Provisional character of work — Danger of commer- 
cializing social service — Opportunity presented . . 73-76 

Purpose of survey — Questionnaire used in study — Geo- 
graphical scope of investigation — Extent of social 
service in cities and towns visited — Organizations con- 
ducting social service 77-92 

Types of workers — Visitors — Investigators — Medical social 
service workers — Settlement workers — Playground 
workers — Young Women's Christian Association 
workers — Matrons — Social workers in state institu- 
tions 92-108 

Professional education needed — Special qualifications — 
Salaries and opportunities for advancement — Type of 
work and salary of social workers registered with 
Appointment Bureau — Opportunity for volunteer 
workers 102-108 



CHAPTER III. 

Opportunities for Women in Secretarial Service by 

Margaret A. Post 109-143 

Foreword by Henry Lefavour: 

Demand for competent secretaries — Training and ex- 
perience — Increasing importance of occupation . . 111-112 



CONTENTS xi 

PAGB 

Purpose and scope of investigation — Sources used in study 
— Relation of stenographic to secretarial work — Time 
and cost of preparation — Specialization and subdi- 
vision within stenographic work 118-119 

Types of secretarial positions — The secretary in business 
firms, banks, publishing houses, stores and commer- 
cial offices — Physician's secretary — Secretaries in law 
firms — Official court reporters — Secretaries in educa- 
tional institutions — Secretaries in social institutions — 
Private secretaries — Executive secretaries . . . 119-127 

Discussion of salaries — Comparison of salaries received by 
women with and those without college training after 
1 to 5 years' experience — Salaries received by women 
without college training after 6 to 18 years' experience, 128-183 

College-trained secretaries — Subjects in college course 
considered of greatest value for work — Salaries 
of secretaries trained in Simmons College — Initial 
salaries of graduates from the 4-year and from the 1- 
year course after 2 to 5 years' experience . . 134-141 

Personal qualities making for advancement — Limitations 
of secretarial work as a vocation — Outlook for broader 
opportunities 141-143 

CHAPTER IV. 

Opportunities for Women in the Business of Real 

Estate by Eleanor Martin 145-165 

Object of study — Sources on which based — Real estate 
situation in Boston — Change in the business within 
recent years — Development of real estate as a pro- 
fession — Capital not essential — Brokers' commissions 
as regulated by Real Estate Exchange — Features of 
real estate business in Boston — Special lines of work 
— Outlook in Boston — Competition — Income from 

business — Outlook in suburbs 147-155 

Experience of men in real estate business — Character and 
qualifications considered essential — Working up in 
the business — Opinions as to chance for women in 
field — Serious difficulties a woman must face — Oppor- 
tunity for women in distinct field apart from com- 
petition 156-159 



xii CONTENTS 

VA.OB 

Experience of women in real estate business — Opinions as 
to outlook — Income standard compared with that of 
men — Type of woman required — Advantages in busi- 
ness — Lines most desirable for women — Control over 
unpleasant side of work 159-162 

Opening for women already made — Problem of securing 
training and experience — Stenography the best enter- 
ing wedge — Education and business training needed 
to place work on higher professional plane for women, 162-165 
Index 169-175 



CONTENTS xiii 



LIST OF TABLES 

CHAPTER I. 

TABUS PAGE 

1. Investments, expenses, returns, profits and other data re- 

ported by market gardeners 16-17 

2. Investments, expenses, returns, profits and other data re- 

ported by fruit growers 29 

8. Investments, expenses, profits and other data reported by 

flower growers 36-37 

4. Investments, expenses, profits and other data reported 

from nurseries 44-45 

5. Investments, expenses, profits and other data reported by 

poultry raisers 50-51 

6. Investments, expenses, returns, profits and other data re- 

ported by bee keepers 59 

7. Investments, expenses, profits and other data reported by 

dairymen 64-65 

CHAPTER II. 

1. Cities and towns visited with size and chief interests of 

each 81 

2. Type of work and yearly salary of former positions held 

by women registering with the Appointment Bureau . 106 

3. Salaries offered in social work 107 



CHAPTER III. 

1. Salaries received after 1 to 5 years' experience by women 

with college training and women without college 
training 129 

2. Salaries received by women without college training after 

6 to 18 years' experience . 131 

3. Salaries received by 361 women with college training and 

322 women without college training .... 132 

4. Yearly salaries of secretaries who received their training 

at Simmons College by years of experience and length 

of course 140 



xiv CONTENTS 



LIST OF CHARTS 

CHABT PAQI 

1. Usual wage of stenographers and secretaries after 1 to 10 

years' experience ISO 

2. Comparison of salaries received by secretaries with college 

training and without college training after 3 and 5 

years' experience 138 

3. Initial salaries of 167 secretaries who received their train- 

ing at Simmons College 139 



PREFACE 



In 1910 the Women's Educational and Industrial Union pub- 
lished "Vocations for the Trained Woman," the first volume of a 
series entitled "Economic Relations of Women." This volume 
contained articles written by men and women engaged in the 
occupations discussed, and outlined in general the nature of the 
work, the training desirable, and the compensation. The present 
volume contains the results of intensive studies in the vocations 
of Agriculture, Social Service, Secretarial Service, and the Busi- 
ness of Real Estate. 

The Appointment Bureau of the Union is organized with a two- 
fold aim: — 

1. Placing of trained women in positions of responsibility and 
leadership. 

2. Vocational counselling. 

For both these, investigation is not only helpful, but necessary, 
if the work is to be maintained at the highest point of efficiency, 
since the placement work of the Bureau cannot be conducted 
effectively without a knowledge of facts gained most advantage- 
ously through research study. Not only the particular and special 
duties attached to each position must be known, but also the train- 
ing that would best fit for it before a suitable candidate can be 
recommended. It is evident, too, that exact information is neces- 
sary, if one is to prepare for any profession. 

The movement "Back to the Soil" has not been confined to 
men. The Bureau has had many requests for agricultural in- 
formation from prospective women farmers. Others with no 
scientific knowledge of fruit culture, vegetable raising, or animal 
husbandry, and with a total disregard of markets, have sunk their 
small savings in farms and lost heavily on the investment. This 
agricultural study was undertaken to give definite information 



xvi PREFACE 

to both groups. The introductory note has been written by Presi- 
dent Kenyon Butterfield, who has done so much to make agri- 
culture a paying profession instead of a losing business. 

During 1911 and 1912 fourteen small bulletins were issued 
by the Appointment Bureau, each taking up more specifically 
one occupation open to women. These studies were prepared 
by Miss Eleanor Martin, then Field Agent of the Bureau. The 
last four of these series outlined distinct forms of Social Service 
in Boston, Medical Social Service, Organizing Charity, Social 
Service for Children, and Settlement Work. 

To fill the evident need for wider information, a Committee on 
the Economic Efficiency of College Women of the Boston Branch 
of the Association of Collegiate Alumnae, in co-operation with the 
Appointment Bureau, made a further study of Social Service 
opportunities in Eastern Massachusetts. The results of this 
study are given in Chapter II of this volume. The Association 
of Collegiate Alumnae further aided the Union in the preparation 
of material by subscribing to the fellowship under which the 
studies of opportunities in agriculture and the business of real 
estate were made, and by making a money gift to be used in the 
preparation of this volume. The Union is glad to make grateful 
acknowledgment of this co-operation. 

The business of real estate seems a possible one for woman. 
She herself has frequently owned or rented property. Moreover, 
she naturally has an intimate knowledge of the desirable features 
in a house. Many women who have found themselves forced to 
seek «ome means of self-support have asked for definite informa- 
tion about this subject. For these and others similarly situated 
this study has been made. 

As much of the information presented in the chapters on Agri- 
culture, Social Service and Real Estate was obtained from Massa- 
chusetts cities and towns, it will have an Eastern flavor, and the 
book must be read with the locality in mind. But, though salaries 
and economic conditions may be sectional, human nature is not, 
and the same qualifications necessary for work and the worker 
will be needed from Maine to California. 

The experience of three years in the Appointment Bureau shows 
that a large proportion of college women are interested in 



PREFACE xvii 

secretarial openings, since more have registered for this kind of 
work than for any other. Although many women have taken 
or are taking secretarial training, definite information in regard 
to this profession has been very meagre. It therefore seemed wise 
to make, during the past year, an especial study of the vocation 
of secretary. This was undertaken by Miss Margaret A. Post, 
Research Fellow, who had had secretarial training, and experi- 
ence at Leland Stanford Junior University. Since she was able to 
consult both the Appointment Bureau records and those at 
Simmons College, and also to obtain information from secretaries 
in widely distant parts of the country, her investigation is not 
local. 

Acknowledgment is earnestly made of the kind assistance 
given by men and women engaged in these various occupations. 
Especially to Miss Steere, Investigator for the Bureau of Re- 
search, Women's Educational and Industrial Union, is recogni- 
tion given for her aid in the preparation of the chapter on 
Social Service. 

It has been the aim of the editor to make this a practical and 
useful book of reference. Therefore, statistical information has 
been given as simply as possible, and blank schedules have been 
omitted. 

The Appointment Bureau of the Women's Educational and 
Industrial Union, 264 Boylston Street, Boston, Massachusetts, 
will be glad at any time to try to answer any questions on the voca- 
tions discussed in this volume. 

Florence Jackson. 



CHAPTER I 

OPPORTUNITIES FOR WOMEN IN 
AGRICULTURE 

(Based on a Study in Massachusetts) 
ELEANOR MARTIN 



OPPORTUNITIES FOR WOMEN IN 
AGRICULTURE 



FOREWORD 



KENYON L. BCTTERFIELD 

President, Massachusetts Agricultural College 

No one need doubt for a moment that there are abundant 
opportunities for women in the pursuit of agriculture as a method 
of making a living. I am not asked to argue that point. The 
facts are indicated in this well-prepared volume, which gives a 
"safe and sane" statement of the situation. It may not be out 
of place, however, to point out some of the limitations. If women 
are to be encouraged to go into agriculture, they should go with 
open eyes and with a clear realization of the boundaries of the 
field. 

At the outset it may be said that for the twentieth-century 
type of agriculture special training is essential. Training does 
not necessarily mean a four years' course in an agricultural col- 
lege, but it does mean a sufficient study of the problems to enable 
one to understand the principles of modern farming and to give 
further access to the best teaching on the subject. 

It is clear that not all types of agricultural work are adapted 
to women. To put the matter less dogmatically, there are cer- 
tain forms of agriculture that are more particularly adapted to 
women. Poultry keeping, small-fruit growing, or a combina- 
tion of the two, floriculture on a small scale and in highly special- 
ized lines, and, in general, the development of specialties where 
attention to detail, initiative, and the personal search for a special 
market are the great factors in success, are the lines of endeavor 
in which women are most likely to succeed. There are many 



4 VOCATIONS FOR THE TRAINED WOMAN 

instances of woman's conspicuous success in dairying and in 
general farming, but I do not believe that these phases of agri- 
culture promise to yield easily to woman's work, at least in New 
England. Perhaps a sufficient reason is that they do not yield 
easily to man's work in New England. The dairy business is 
in a most discouraging situation, and is likely to be so for some 
years to come. The call of the New England market is for the 
perishable product, grown in an intensive way, near its market, 
and distributed at a minimum of expense. 

Lack of capital is the most serious difficulty which young men 
from the agricultural colleges have to meet in taking up practical 
farming. The same difficulty will of course meet young women, 
and perhaps in a more serious way, because the young man has 
a much larger range of salaried positions in agriculture open to 
him. It is a serious question whether for some years to come 
employers who are willing to take on young people for a partial 
apprenticeship, giving them positions as farm managers and 
superintendents at moderate pay, are likely to accept the ser- 
vices of young women. For the present, at least, this is a handi- 
cap which must be faced by young women who are thinking of 
going into agriculture. 

The ordinary difficulties in agriculture young women will have 
to meet as well as young men. Here in New England the choice 
of location is of prime importance, not only because the soils 
vary in fertility and adaptability, but because the market for 
specialized products is so sensitive that oftentimes a few miles' 
extra "haul" or a crop a few days late may make all the dif- 
ference between success and a struggle, if not a failure. These 
things do not, however, apply more to young women than to 
young men. The labor problem is a serious menace to our agri- 
culture, and perhaps women will suffer more than men from this 
difficulty of procuring farm labor. 

One final word, I hope, will not be misunderstood. We ought 
to give every encouragement to young women who like the life 
of the open, who love to deal with living things, either plants or 
animals, and who have the business instinct that enables them 
to work on equal terms with men in an industrial endeavor. But 
I do not want the young women of New England to lose sight of 



OPPORTUNITIES IN AGRICULTURE 5 

the fact that the most important problem in New England agri- 
culture is the problem of the New England farm home, and that 
the only individual who can solve that problem is the woman 
who is willing to devote herself to making that home what it 
ought to be. We confer upon the problems of country life. We 
admit its isolation. We suggest means of relief. We wish to 
enlarge the functions of the country church. We hope for larger 
recreative facilities in our country communities. But in abso- 
lutely every one of these fields of improvement we must depend 
ultimately upon the right sort of home life in the community. 
If the women of the country homes are not satisfied, the men and 
boys will not be satisfied. If women cannot find in the country 
home ample opportunity for growth and for service, our country 
life is doomed to fall short. Let us hope that many young women 
will find a profitable and satisfying career in the business of agri- 
culture. But let us hope that a far larger number will find a 
satisfying career in the vocation of rural home making. 



OPPORTUNITIES FOR WOMEN IN AGRICULTURE 



INTRODUCTION 

Comparatively few years ago the interests and opportunities 
of city life attracted people of every class. The farms were 
deserted, and many of them were abandoned. At present, how- 
ever, the return call has sounded. People are again anxious to 
get back to the farm. This awakened interest in agriculture 
may be due to a natural reversion of feeling, to a growing ap- 
preciation of the peacefulness of the country in contrast with 
the stress and whirl of city industrial and commercial life. 

In New England it is only recently that men have come to 
make use of modern methods and scientific principles which 
have for years been found valuable in other branches of industry, 
and which have been used even in agriculture in other parts of 
the world. The New England farmer has carried on his farm as 
his father did before him, raising general crops, but keeping few 
accounts and paying little attention to the business side of his 
farm. He seldom considered which products were bringing in 
the best returns and which were reducing the profits of the years. 
His idea seems to have been that the farm should raise all products 
needed by the family. The farmer's day was often 14 to 15 
hours in length, and at its close he was too weary to think of 
better methods and to learn new principles of farming. Even 
when agricultural men in the West began to make use of modern 
methods, the New England farmer still clung to his old-fashioned 
ways. He still called the sulky plough the "lazy man's plough." 

The change in New England has been very largely due to the 
efforts of the agricultural colleges. For a time the old-fashioned 
farmer scouted the ideas and theories of the scientists from the 
agricultural colleges, and the pure theorists from the colleges 



8 VOCATIONS FOR THE TRAINED WOMAN 

despised and ignored the practical knowledge of the experienced 
farmer. But the transition period has come and gone, and at 
present there is a realization that in agriculture, as in other in- 
dustries, a union of scientific knowledge and practical experience 
is essential to best results. 

One of the first signs of this new agriculture is the attempt at 
specialization. The old style of general farming is disappearing. 
Although one still finds many farms where general products are 
raised, yet at least an attempt is made to discover the most 
profitable line, resulting in the use of book-keeping, a vast gain 
over old methods. In consequence some land-holders are de- 
veloping their farms into market gardens or fruit orchards, into 
nursery plants or poultry yards, each adapting his products to 
best conditions and markets. Another evidence of progress, 
and one which shows even better the influence of the agricultural 
colleges, is the growth of intensive farming. The term is a com- 
paratively new one, and means that by special and excessive 
fertilization plants may be grown more quickly and the soil 
used two or possibly three times during the season. This im- 
plies the possibility of smaller farms with even better returns 
than can be secured from the many acres of the old-style farm. 
Whatever the cause of interest in agriculture may be, not only 
has it aroused among men a fresh enthusiasm for the farm and 
opened to them new possibilities for making it profitable, but it 
has suggested a new occupation for women. It is because of this 
renewed interest in country life and because so many women 
to-day are expressing a desire to find some kind of work which 
they may carry on with profit in the country that the following 
studies have been made. 

The term " agriculture " is usually applied in a broad sense to 
any occupation which requires for its pursuit a certain amount of 
land. This study is a search for the opportunities both in gen- 
eral agriculture and in specialization in market gardening and 
fruit growing, greenhouse and nursery culture, poultry raising, 
bee keeping, and dairy farming. The effort has been to discover 
the general conditions in these different lines of agriculture, the 
qualifications which are necessary for success, the amount of 
capital essential and whatever returns and profits may be ex- 



OPPORTUNITIES IN AGRICULTURE 9 

pected from the investment, — in short, what possibilities these 
various lines of work offer for women. The statements which 
are given below are based upon personal interviews and corre- 
spondence with 208 men and women who are at present engaged 
in special lines of agriculture. 

The 184 separate cases studied, which included 145 men and 
39 women, some who have been very successful in agriculture 
and some who have made barely a living, were chosen at random 
from the numbers engaged in each pursuit, although a special 
effort has been made to seek out the women farmers. Naturally, 
the plants varied in size and products and in the length of time 
the agriculturists had been engaged in the business, and also in 
the training which they had received for their work. Although 
the study cannot be considered extensive, it seems to be repre- 
sentative, and the situation portrayed may be accepted as typical 
of farming conditions in Massachusetts. Furthermore, the infor- 
mation received from men of such experience may be accepted 
as authoritative in regard to the opportunities for women in 
agriculture. 

The farms of Massachusetts are certainly not large as compared 
with those in western states, and a large number of those studied 
were under 25 acres. This may be due to the small amount 
of land necessary for poultry raising, nurseries, and even market 
gardens. Orchards and dairy farms require the largest acreage 
with the result that somewhat over one-fifth of the farms included 
contain over 50 acres. On the whole, one hardly expects the farms 
to range much over 50 acres except in the larger commercial or- 
chards and dairies. Our study therefore represents the average 
size farm. This variation in size suggests also a variation in prod- 
uct and hence in type of farm. It is this variation which makes 
the study in the main so complex, but it is also this variation which 
makes the field alluring to women in Massachusetts, for practically 
all lines of agriculture which might offer possible openings to 
women are here represented more or less completely. All of the 
farms selected raised garden truck for their own use, but 25 of 
these raised a surplus for the market, 10 were developing small 
fruits, and 14 large fruits or orchards, while 27 were carrying on 
dairies. Poultry was found on every farm, but in 40 instances it 



10 VOCATIONS FOR THE TRAINED WOMAN 

had proved to be one of the most remunerative products, and so 
was being developed as the specialty of the farm. Fifty men and 
women were keeping bees, only 3, however, as a special business. 
Sixteen had greenhouses for flowers, and 14 for vegetables, while 
15 had nursery plants. 1 That these industries are not in the ex- 
perimental stage is seen by the long period for which so many 
have been on the farm. Furthermore, when a man has been en- 
gaged in one occupation for a period of years, his opinion relative 
to conditions and opportunities in that line becomes helpful and 
authoritative. 

Number of Agriculturists who had been born 
and brought up on the farm. 

Poultry raising 5 out of 40 visited 

Bee keeping 5 out of 47 visited 

Market gardening 20 out of 25 visited 

Fruit growing 12 out of 14 visited 

Dairy farming 24 out of 27 visited 

Greenhouse culture 8 out of 16 visited 

Nursery culture 7 out of 15 visited 

Our farms are to-day mostly carried on by those who have been 
born and brought up on the farms. A few go away for a time 
to engage in other pursuits, as, for instance, work in shoe shops, in 
factories, in stores, but return eventually and carry on the home 
farms or those of their own in the neighborhood. Though many 
have come into the business from boyhood, yet many of them are 
as progressive as any other good business men in trying to make 
use of every new discovery which tends to place agriculture on 
a better business and financial footing. Of the farmers inter- 
viewed, possibly 6 or 8 had taken regular or short courses at 
the agricultural colleges, but at least 5 others said that their 
sons or daughters had pursued such studies, and in every case 
the character of the farm has been modified in consequence. For 
example, one man who had a large general farm of 85 acres was 

1 The numbers given here do not in all cases represent separate studies, but 
are given to show the number engaged more or less extensively in the different 
pursuits, and will therefore, in some cases, be found to overlap. 



OPPORTUNITIES IN AGRICULTURE 11 

persuaded by his son, whom he had sent to Amherst Agricultural 
College, to cultivate and trim his orchards and to set out new trees. 
At present, after about 4 years, they have one of the largest and 
most profitable fruit orchards in the state. In another instance 
the daughter was sent to an agricultural college to take the course 
in bee keeping in order that they might use bees in fertilizing 
the fruits which they had set out. A general farmer said he him- 
self had no special training, but he was giving his daughter a full 
course in landscape architecture and nursery culture, as he con- 
sidered that the best line open to women. It was particularly 
interesting to notice that every farmer who commented upon the 
work of the colleges was enthusiastic in their behalf, and many 
were reading the magazines and bulletins issued by agricultural 
authorities in order that they might keep abreast of the advance 
in scientific methods and discoveries. 

As a business, there are three serious problems which confront 
the farmer. The first difficulty is his absolute dependence upon 
seasonal conditions. If the season be too early or too late in the 
spring, if there be excessive rains or droughts, or if there be late 
frosts, the farmer suffers. His returns are dependent not only 
upon climatic conditions, but also upon the market value of his 
products. If the market is overstocked or "glutted" when his 
crops are ready, his returns are very much reduced. Only in a 
few kinds of fruit or vegetables or flowers can he hold back his 
products for a better market. The poultry man aims to market 
his early chickens in time for the high prices. He may try various 
methods to secure eggs at the season when eggs are high, but in 
this as in vegetables he is dealing with causes which he may mod- 
ify somewhat, but over which he has no control. 

The seasonal aspect of farming is so well known that, while it is 
very important in considering the business, yet it is accepted more 
or less without question or complaint. The great problem which 
at present is vital to the farmer is that of labor. All men find 
the same difficulty here. It is often not a problem of securing 
good help, but of finding any help. The farmer is forced to rely 
upon foreign labor, Poles, Russians, and Italians, and to pay these 
men wages much higher than he used to pay to competent help. 
The expense and also the loss from the damage done to cattle and 



12 VOCATIONS FOR THE TRAINED WOMAN 

crops by these ignorant laborers make the outlook very serious. 
Many of the farmers who referred to the difficulty said they were 
trying to solve the problem by attempting to cultivate fewer 
acres and with less help, others were doing what they could alone, 
and many whose farms were absolutely dependent upon laborers 
said that the problem was so serious that they were thinking of 
giving up the business altogether. 

The other question which the farmer, whatever his special line, 
has to consider is that of marketing his products. If he has a 
city trade, he has two alternatives, either to sell to a commission 
house or to sell in the general market. In the former case he has 
less responsibility, but receives a lower price. But, in either case 
he has a middleman who takes a portion of the profits. By far 
the better way, and one which is possible only in a small local 
trade, is to "truck," or sell directly to the purchaser. In this way 
the farmer receives the full benefit of high prices paid for fresh 
vegetables and fruit, pure milk, fresh flowers, or poultry and eggs. 
Then his returns are much larger in proportion, though his plant 
must of necessity be smaller. 

These conditions, briefly laid down as those which every farmer 
must meet, are referred to many times in the following pages in 
the attempt to show their bearing upon each branch of agriculture 
treated, as well as their relation to the qualifications and limita- 
tions of women who enter upon that field of enterprise. 



MARKET GARDENING 

Introduction. 

Market gardening and fruit growing as lines of agriculture 
are so closely allied as to seem almost identical, and up to a few 
years ago it would have been both possible and advisable to group 
them together in practice. The business of the market gardener 
was to raise both vegetables and small fruits for the market, 
while no one attempted to make fruit growing a separate in- 
dustry. But within a comparatively few years fruit growing 
has been developed to such an extent that it seems wise to con- 
sider it quite apart from market gardening. It must be kept 



OPPORTUNITIES IN AGRICULTURE 13 

in mind, however, that there is no complete separation between 
market gardening and fruit growing in actual practice. The 
market gardener still raises small fruits for market and cultivates 
his orchards as far as possible, while the fruit grower raises vege- 
tables for market, as well as fruit, but in the one case the raising 
of vegetables is the main business, while in the other it is the 
growing of fruit. In the following study, which deals with 39 
farms where both vegetables and fruit are raised, the two lines of 
work are discussed separately in order that the conditions and the 
outlook for each may be more definitely presented and the future 
of each as an opportunity for women may be seen more clearly. 

Market gardening is one of the earliest lines of agriculture to 
be developed. As soon as people began to congregate in cities, 
the demand for fresh vegetables arose, and the farmer made an 
effort to supply the demand. The business was at first small and 
occasional, but was later developed until the raising of fresh 
vegetables and small fruits for market became one of the most 
successful lines of agriculture, demanding large capital and much 
knowledge and experience, as well as keen business ability. Until 
within a few years the business has offered excellent returns for 
labor and capital expended, and attracted many men and women 
who were interested in life in the country. Recently, however, 
market gardening has lost some of its prestige, and is claimed to 
give small returns compared to those of 10 or 20 years ago. 
For this reason, and because the business of market gardening 
seems a natural occupation for the man or woman who wishes 
to work in the country, it has seemed wise to discover, if possible, 
what causes have led to its decline, how far they may be remedied, 
what the outlook is, and what opportunity the business offers 
for women to make a successful livelihood. 

A study in detail of the situation is possible only from the point 
of view of practical gardeners. It is important to learn from 
them what products can be raised, what size of plant is necessary 
to secure certain results, and how large a working capital is es- 
sential in order to cover expenses, as well as the amount which 
must be invested in the plant itself. This study is based upon 
interviews with 25 practical market gardeners, who have been 
in the business for periods of time ranging from 5 to 50 years, 



14 VOCATIONS FOR THE TRAINED WOMAN 

as shown in the following statement, and who can therefore speak 
with authority on this subject. Only one of these is a woman. 

Number of Years Market Gardeners Interviewed have 
been in Business. 

Under 5 years 4 

5 years and under 10 years 2 

10 years and under 20 years 4 

20 years and under 30 years . . 7 

30 years and under 40 years 3 

40 years and under 50 years 2 

50 years and over 1 

Not reporting 2 

General Conditions of the Business. 

The work of the market gardener is of two kinds, raising vege- 
tables or "general garden truck" outside as distinguished from 
the growing in greenhouses of a special product, usually lettuce, 
cucumbers, radishes, and tomatoes. This work involves a 
thorough knowledge of conditions governing the planting, growth, 
and maturity of these crops and long experience in order to under- 
stand how to meet emergencies. For the person who would start 
a new plant, training and experience are most important. Of the 
men now in market gardening, 20 were born and brought up on the 
farm and so had a practical experience in gardening before taking 
up their special line, 3 had no training or experience, and 2 only 
attended the agricultural colleges. From this it appears that men 
have been able, though with difficulty, to secure for themselves 
by actual work the knowledge required for small gardening. 

The size of plant necessary is closely related to the kind of 
product raised. In the cases studied these were varied. Twenty- 
one raised general vegetables outside, 12 had also greenhouses for 
vegetables, while 3 had greenhouses for flowers, mostly violets and 
sweet-peas. Five men combined the growing of small fruits with 
general garden products, one combined with his garden a dairy farm, 
another a poultry plant, and still another a nursery for shrubs and 
trees. Whether they grow plants in greenhouses or outside, many 
have hotbeds where they start young bedding plants for their own 



OPPORTUNITIES IN AGRICULTURE 15 

use. These hotbeds range in size from 25 and 50 feet of sash to 
10,000 feet, the larger number having between 300 and 600 feet. 

From this variation in product it will be seen that there must 
be a corresponding variation in the amount of land cultivated, 
although the acreage necessary does not, on the whole, seem to 
be large. A market garden located where land is cheap can 
afford to have more land in use, but, where the land valuation is 
high, men have raised more vegetables in greenhouses than 
outside. Of the 24 who recorded the number of acres in use, 
8 men had less than 25 acres under cultivation, 11 had 25 and 
under 50 acres, and only 5 had 50 acres or more. The ma- 
jority of those having any uncultivated land had less than 25 
acres, as will be seen by reference to the table given below: — 

Uncultivated Land Owned by Market Gardeners 
Interviewed. 

Under 25 acres uncultivated 15 

25 acres and under 50 acres uncultivated 3 

50 acres and over uncultivated 4 

Not reporting 3 

Before discussing the detailed information secured, the atten- 
tion of the reader is called to Table 1, in which the data for each 
case are presented. 

Spring and summer are, of course, the busy seasons for market 
gardeners, and 14 of the 24 reporting employ from 10 to 20 
laborers in the summer and only from 1 to 5 in the winter. In 
summer, on 14 farms reporting, 1 laborer is needed for each tract of 
from 1 to 3 acres. In winter, on 10 of the 22 farms reporting winter 
labor, 1 laborer is sufficient for each tract of from 5 to 15 acres. 
This seasonal variation in the number of acres that can be cared for 
by 1 laborer is greater on farms which do not have greenhouses 
than on those which do, the former using on an average 1 laborer 
for 3 acres in the summer and 1 for 10 acres in the winter, the latter 
employing 1 laborer for 2 3^2 acres in the summer and 1 for 4 acres 
in the winter. Of the 15 gardeners reporting any greenhouses 
at all, 13 employ from 2 to 5 helpers for each greenhouse 
during the summer, and all employ from 1 to 3 in each during 
the winter. 



16 



VOCATIONS FOR THE TRAINED WOMAN 



TABLE 1, SHOWING THE INVESTMENTS, EXPENSES, RETURNS, PROFITS, 
(Data are given as suggestive only. Discrepancies often appear in totals due to 





Number 






Number of 










Case 
Number 


of Culti- 
vated 


Number of 
Green- 


Number 
of Years 


Laborers 


Initial 


Present 


Annual 


Annual 


Acres in 


houses 


in 






Capital 


Capital 


Returns 


Profits 




Farm at 


Business 


In 


In 












Present 






Summer 


Winter 










1 


50 





22 


17 to 22 


3 to 4 


$5,000 


$200,000 


$12,000 


1/3 of re- 
turns or 
$3,500 


2 


12H 


5 small 


12 


9 men, 

10 to 15 
boys 


3 to 4 


$12,000 to 
$15,000 


$20,000 


$15,000 to 
$18,000 


$9,000 to 
$10,000 


3 


39 


3 small 


21 


11 to 12 


6 


$250 


$14,000 




$1,000 to 
$1,500 


4 


3 


4 large 


3 


15 


2 to 3 


$25,000 


$25,000 


$20,000 


$10,000 to 
$13,000 


5 


25 


3 


15 


12 to 15 


5 


$1,400 


$30,000 to 
$35,000 


$11,000 to 
$13,500 


$7,000 


6 


60 





20 


40 to 50 


12 


30 acres 
given him 


$100,000 




From a 
loss of 
$6,700 to 
a gain of 
$10,000 


7 


36 


9 large, 
5 small 


30 


25 




Inherited 


$70,000 




$7,000, 
formerly 
$17,000 to 
$25,000 


S 


44 


6 


40 


14 to 25 


— 


None 


$25,000 


$15,000 to 
$20,000 


— 


9 


50 


5 


15 


10 


4 


Inherited 


$20,000 


$10,000 to 
$12,000 


$2,000 to 
$2,500 


10 


Owns 5, 
rents 20 


— 


8 to 10 


10 to 13 


1 


$5,000 


$5,000 


Seasonal 


Living 


11 


20 





22 


12 


2 


$1,000 


$5,000 


$5,000 


$500 to 
$1,000 


12 


25 





9 


2 to 20 


2 


$500 


Rented 


$7,000 to 
$7,500 


$300 to 
$1,000 


13 


35 





35 


3 


2 


$1,000 


$9,000 


— 


None 


14 


40 





20 


2 to 20 


lto2 


Shares 




$4,000 


$1,000 loss 

to $1,000 

gain 


15 


26 


3 


All life 


5 to 6 


4 


Inherited 


$75,000 


$6,000 to 
$10,000 


Loss 
usually 


16 


14 





43 


10 to 13 


4 


$15,000 


$15,000 


$7,000 to 


$2,000 to 


17 

18 
















$8,000 


$3,000 


15 


1 


1 


3 


1 


$9,000 


$9,600 


— 


— 


19 


25 





65 


10 


5 


$3,300 


$40,000 


$5,000 


None 


20 


18 


10 medium 
size 


3 


25 


12 


$18,000 


$30,000 
Also hires 
farm worth 
$25,000 


$30,000 


$8,000 to 
$10,000 


21 


5 


25 hotbeds 


1 


2 


1 


$5,000 


$2,000 


$450 


22 


90 


8 


23 


12 to 20 


10 to 12 


$4,500 


$40,000 


$24,000 to 
$30,000 


$5,000 to 
$10,000 


23 


70 


13 large 


27 


40 


27 to 33 


$40,000 


$100,000 


$40,000 to 
$60,000 


$13,000 to 
$20,000 


24 


12 


10 


15 


20 to 35 


12 


— 


— 


— 


— 


25 


45 


4 


UO 


20 to 35 


10 to 15 


Inherited 


— 


— 


— 



OPPORTUNITIES IN AGRICULTURE 



17 



AND OTHER DATA REPORTED BY 25 MARKET GARDENERS INTERVIEWED. 
Tariation in returns dependent on seasons and to incompleteness of accounts.) 



Total 

Annual 

Expenses 






Item 


zed Expenses 






















Stock 


Exclusive 






Keeping 
up the 
Herd 














of Interest 
on Invest- 
ment 


Labor 


Repairs 


Fertilizer 


Water 


Taxes 


Coal 


Number 
Horses 


Number 
Cows 


$7,800 


$5,000 


$250 


$400 to 
$450 


$400 


Not im- 
portant 


$1,700 


— 


4 


— 


$6,000 to 


$4,000 to 


$50 


$800 to 


$1,000 


$360 


— 


— 


4 


1 


$7,500 


$5,000 




$900 














$4,000 to 


$2,500 


$1,200 


$250 to 


$216 


— 


— 


— 


3 


8 


$5,000 




New 
greenhouse 


$300 














$5,000 to 


$3,500 to 


$90 to $100 


$300 to 


$1,000 to 


$300 to 


— 


— 


2 


— 


$7,000 


$5,000 




$400 


$1,200 


$350 










$5,000 to 


$2,500 


$500 


$1,250 to 


$1,000 


$250 


$250 


— 


6 


2 


$6,000 






$1,500 














$7,000 






$1,500 to 
$1,800 






Very- 
high 




12 




$24,000 to 


$18,000 


$500 


$2,000 to 


$1,000 to 






$3,200 


9 




$26,000 






$3,300 


$1,200 












$5,500 


$5,000 


$500 




— 


— 


— 


8 


— 


$5,000 to 


$3,500 


$500 


$250 


$500 


$100 


$125 


$500 


— 





$6,000 




















$4,600 


$2,400 


_ 


$2,200 






High 


~ 


3 


20 


$3,500 to 


$1,800 to 


$250 


$200 


$1,100 to 


$25 


$42 


$55 






$4,500 


$2,500 






$1,300 












$2,800 


$1,000 


— 


$800 


$800 


$37 


$170 


$40 


— 


— 


$2,750 


$1,000 


Varies 


$1,000 1 $500 


$40 


$150 


— 


— 


— 


$4,000 to 


$2,500 


Varies 


$300 


Varies 


$100 


$800 




_ 


_ 


$4,500 




















$3,750 


$2,500 


— 


$500 


$500 


$100 


$150 


— 


— 


— 


$4,300 


— 


— 


— 


— 


$1,000 


$2,500 


$800 


— 


— 


$2,500 to 


$500 


$100 


$250 $20 


— 


$1,700 


— 


— 


— 


$3,000 






, 












$5,400 


$3,500 


Little (new 
buildings) 


$800 1 $200 


— 


$850 


$50 


— 


— 


$17,000 to 


$8,000 


$1,000 


$1,200 j$l,500 


$800 


$1,100 


$2,000 


— 


— 


$20,000 




















$1,850 


$900 


$200 


$300 


$300 




$75 


$75 






$15,000 to 


$7,500 


$1,500 


$1,700 


$3,200 


— 


$400 


$1,700 


— 


— 


$17,000 




















$35,000 to 
$36,000 


$17,000 


$5,000 


$2,500 to 
$3,000 


$3,500 to 
$4,000 


$2,000 


$2,000 


$3,000 


25 


3 


$10,000 to 


$5,000 to 


— 


$1,200 to 


$500 


— 


$700 


$2,000 


— 


— 


$12,000 


$7,000 




$1,500 












— 


— 


— 


— — 




$1,200 


— 


— 


— 



18 VOCATIONS FOR THE TRAINED WOMAN 

The average wage paid to these men is $10 a week without 
board or $5 with board. 

Wage Paid to Male Laborers by Market Gardeners 
Interviewed. 

$9 to $10 per week 10 

$11 to $12 per week 6 

$5 per week and board 4 

Not reporting . 5 

The problem of labor is more difficult for the market gardener 
than for any other type of farmer. He is usually forced to take 
any one he can get, but, if a choice is possible, many gardeners 
prefer Italians. Poles, Russians, and Irishmen are also found in 
the market gardens, with occasionally Frenchmen, Germans, and 
Americans. 

Nationalities Preferred as Laborers by Market 
Gardeners Interviewed. 

Italian 8 

Polish 4 

Mixed (Irish, Polish, French, GerDian, American) ... 4 

Irish 3 

Russian 1 

No preference 5 

Because reliable help is scarce, many farmers are glad to get 
women as laborers. They are for the most part Italians, who 
work by the day, pulling weeds and at times picking and sort- 
ing vegetables. The wage paid is $1 per day. In the winter 
there is little work for these women, save occasionally when it is 
necessary to sort vegetables, but the number employed during 
the summer, as is seen from the following statement, is significant 
as showing not only the relative size of the plants, but also the 
difficulty in securing men to do this work: — 



OPPORTUNITIES IN AGRICULTURE 19 

Number of Women Laborers Employed by Market 
Gardeners Interviewed. 

None 8 

1 house girl 4 

2 to 3 women 2 

4 to 5 women 1 

I to 10 women 4 

II to 20 women 1 

Women when men were not available 1 

Not reporting 4 

Before we can consider the amount of capital necessary in the 
general market garden and the returns which may be expected, 
it is necessary to discover the character and amount of the ex- 
penses involved in carrying on these plants. Here the figures 
given are taken from the 25 cases studied. It has been impos- 
sible to secure definite answers to all questions asked, but the 
number who failed to answer any particular query may be seen by 
reference to Table 1 on pages 16 and 17. The chief item of expense 
for the market gardener is that of labor, which in almost every 
farm visited was found to be over $2,000, and reached as high as 
$20,000, though for 12 of the 21 reporting the expense for labor 
ranged from $2,000 to $5,000. For 11 of these gardeners the 
annual labor cost per acre ranged from $100 to $500, for 4 of the 
6 who had no greenhouses the range was from $100 to $200. The 
increased labor cost due to greenhouse cultivation is shown in 
the fact that 7 of the 14 reporting greenhouses spent from $100 
to $500 per acre for labor, 10 of them spending on an average 
from $500 to $1,000 on labor for each greenhouse. Other ex- 
penses which the market gardener has to consider are the amount 
to be paid each year in repairs, for fertilizer, coal, water, taxes, 
and feed for horses and cattle. Table 1, above, indicates the gen- 
eral amount of these separate items, which naturally vary accord- 
ing to the amount of glass in use in hotbeds or greenhouses and 
the number of horses and cattle. It is of particular value, how- 
ever, to note that the general expense for carrying on a market 
garden is high. That the labor cost is by far the most important 
item of the total expense is seen from the fact that 5 of the 23 
reporting expenses gave their labor cost as from 40 per cent, to 



20 VOCATIONS FOR THE TRAINED WOMAN 

50 per cent, of the total annual expenses, 8 gave it as from 50 per 
cent, to 65 per cent., and 5 as from 65 per cent, to 75 per cent., 
while 1 reported the expense for labor as 91 per cent, of the total. 

Keeping in mind the yearly expense in a market garden, most 
of which must be paid out of capital, it becomes important to 
notice the amount of capital invested and the returns received 
each year. In making this study, the question was asked as to 
the amount of capital invested when the business was first started 
and the present capital. These data are extremely difficult to se- 
cure, farmers hesitating to make definite statements. Many men 
inherited the home farms, and so can only estimate the value of the 
farm at that time. It is this indefiniteness of knowledge of invest- 
ment which makes so uncertain and unsatisfactory any attempt 
to estimate the financial worth of the business. There are a few 
significant figures which may be offered, however. Of the 16 
who stated the amount of capital invested, 11 had under 
$10,000 at the start, while but 7 had under $5,000, and only 1 
had over $25,000. The size of farm to-day is shown by the fact 
that 11 had from $10,000 to $50,000 invested, 5 had under 
$10,000, and 5 over $50,000, the lowest capital being $5,000, as 
reported by 3. 

The exact figures for returns and profits were also difficult to 
secure, both because of the lack of accurate book-keeping and 
because of an unwillingness to give exact figures. Although 
gross returns of 7 of the 16 gardeners reporting this item fell 
between 50 per cent, and 60 per cent, of the capital invested at 
the time of the interview, 5 reported their returns as from 75 per 
cent, to 90 per cent, of their capital, and 1 reported them as 
100 per cent., yet only 5 of the 16 reporting a profit estimated 
it as high as 50 per cent, of the returns, and 10 reported profits 
between 20 per cent, and 40 per cent, of the returns. Three re- 
ported losses, and 1 only a bare living, from their business. All 
complained that profits had been reduced to a minimum in the 
past few years. 1 

1 The per cent, of returns on investment is not given, as living expenses are 
usually included, and such a statement would give an erroneous impression. 
The proportion of gross returns to investment and profits to returns will, we 
hope, be of service. 



OPPORTUNITIES IN AGRICULTURE 21 

Outlook in the Business. 

Having learned from men of experience some details of the 
business of market gardening, let us study the subject with a 
view to discovering the outlook in the business. All of the men 
interviewed admitted that in the past market gardening had 
offered spleudid opportunities to those trained for or experienced 
in the work. They said men had grown rich from the proceeds 
of a few good years. It was a common occurrence for an ex- 
perienced man to begin with little capital, and in one or two 
years have his plant paid for or build himself a house from his 
profits. But only 3 were willing to call market gardening a 
good business at the present time. Five said it was fair in good 
years, 15 said it was very poor, and four made no definite state- 
ment, but implied that the outlook was poor. The reasons for this 
change are important. Nine men explained it as due to com- 
petition with the South, and in fact with the whole world, re- 
sulting from improved transportation facilities. They claimed 
that the gardener in warmer climates is able to market his produce 
earlier than the local gardener, so > that, when the Massachusetts 
vegetables are ready for market, people have already been sup- 
plied for some time. Thus the high prices for early vegetables 
are not secured by the local gardener. 

In the past the market gardener of the North could expect a 
southern frost every two or three years, and, when it did occur, his 
returns were so much increased that he could live on the profits, 
if necessary, until another frost came. But, as the Southerner 
learns to guard his produce from early frosts and as southern 
vegetables become more an assured fact, the northern market 
gardener feels more keenly the competition, though as one gar- 
dener said, "Probably so long as frosts are disastrous in the 
South even once in 10 years, so long will men still continue to 
go into the business, and hope to make in that 1 year enough to 
compensate for 9 poor years." 

Competition has been increased recently by the arrival of 
Italians and Armenians, who are buying small farms near the 
cities and starting market gardens. Two or three years ago about 
100 of these foreign market gardeners were bringing produce 



22 VOCATIONS FOR THE TRAINED WOMAN 

to the large city market occasionally, while to-day, according 
to the superintendent of one of our large markets, there are 
over 1,000 who bring supplies at regular intervals during the 
season. It is difficult to appreciate the full significance of this 
foreign competition for the American gardener until one con- 
siders the difference in standards of living. The American gar- 
dener has an expensive family to support: his sons and his 
daughters must be educated, his wife must have maids to assist 
in the work of the farm-house. He must hire all help needed in 
carrying on the work for definite hours each day. On the other 
hand, the Italian or the Armenian, who was a trained gardener in 
his own country, comes over here and works for a season or two 
for the American, until he learns how to carry on an American 
market garden. Meanwhile he buys a small piece of land. His 
wife and children all work upon it. They never consider hours 
of labor. Their life is very simple. The entire family is able to 
live almost on the vegetables discarded by the American. So 
serious has this kind of competition become that one market 
gardener, who has a large, well-equipped plant, said that he had 
entirely given up raising early peas and beans, because he could 
not compete with the Italians and Armenians. 

Another discouraging feature in market gardening is its seasonal 
aspect. The farmer depends so largely upon elimatic conditions 
for the growth of his plants and maturing of his product that 
the changes of a New England climate are very trying. If his 
produce is ready just at the time when the market is overstocked, 
he either has no sale for his goods or must sell at very low 
prices. The business in this respect is much of a lottery, for, 
while one year the farmer may make a considerable sum on one 
kind of vegetables, he may lose an equal or greater sum the fol- 
lowing year on the same thing. For example, one man said that 
one year his profits on cabbages were good. The next year he 
raised a large crop, expecting to do the same, but, apparently, 
everybody else had raised cabbages. The market was over- 
stocked, and he made very little above his expenses. 

Not only are competition and the seasonal aspect of the busi- 
ness given as reasons for the poor outlook, but the increasing 
amount of capital necessary to conduct a plant. If the garden 



OPPORTUNITIES IN AGRICULTURE 23 

be located near the market or in the suburbs of a large city, the 
land valuation has increased so much that taxes minimize the 
profits. If, on the other hand, the market garden be in the 
country, at some distance from the market, the expense of trans- 
portation is very great. All expenses of the farm have almost 
doubled in the last few years. Thus expense for repairing wagons 
and shoeing horses, as well as the increased cost of feed for the 
horses and the higher wages demanded by laborers, make it 
necessary to have not only a large invested capital, but also a 
large working capital. 

The labor problem is of serious moment to the farmer. All 
men in every line of work complain of the difficulty in securing 
reliable help, and even for unskilled labor short hours and high 
wages are demanded. Some market gardeners have attempted 
to solve the problem by employing women, but this is possible 
only for certain kinds of work. Several men said they were 
trying the experiment of hiring skilled labor at higher prices, 
hoping in this way to accomplish the same work with fewer men, 
but were unable to tell how the plan would work out. But one 
woman was found engaged in market gardening, and therefore 
judgment of the opportunity for women must depend on the 
opinions of men rather than upon the experience of women. 

Opportunity fob Women. 

In a business offering such a sombre outlook for men, it is not 
surprising that 19 men who were questioned said there was very 
little hope for a woman to succeed in the business. Besides 
the reasons given above, these men stated that women are not 
physically strong enough for the work, which demands being 
out in all kinds of weather and doing all kinds of very heavy and 
very dirty work. Because of the difficulties in securing help, 
they felt that a woman might be forced to do a good deal of the 
work herself, and for this she was not fitted. Even if able to 
secure laborers, two men felt sure a woman would be unable to 
manage such help as she must get, both because of their ignorance 
and because of their unwillingness to be managed by a woman. 
Another difficulty which a woman would encounter is marketing 



24 VOCATIONS FOR THE TRAINED WOMAN 

the produce after she has grown it. Three alternatives seem to 
be open to her : either she must sell her produce to a commission 
house, where at best she would receive only 80 per cent, of the 
market value; or she might go to the general market herself, 
but because of conditions there this would seem unwise; or 
she might hire a superintendent to take her produce to the gen- 
eral market. The latter would require a large business to support 
the high wages of a reliable superintendent, and even then she 
would be competing with men who were selling their own produce. 
Any one of these courses seems difficult, and, though in special 
cases the obstacles might be overcome, yet in every case they would 
constitute a serious handicap. 

From the reports given above it would seem that market gar- 
dening on a large scale offers little opportunity for women, but 
for a woman situated near a small market the field might be good. 
She might cater to a small local trade, where she would receive 
high prices for fresh vegetables. Here the personal relation to 
her purchaser would be important. She could well combine with 
vegetables small fruits or flowers or poultry, and by careful and 
attractive packing and arrangement of her products work up a 
trade as large as she could well manage and one which would 
bring her in a very good income. The possibilities of combining 
different lines of agriculture for a local trade will be considered 
further in later studies. Thus a woman whose chief interest is 
orcharding, floriculture, nursery culture, or poultry raising, 
might find it more profitable to combine the two lines than to 
follow one only. From such a possibility rather than from the 
present outlook for successful independent market gardening a 
woman may be encouraged to consider this among other phases 
of agriculture, when confronted with investment of capital or 
development of property. Especially, therefore, should market 
gardening be recognized, when deciding the problem of agricult- 
ural training and outlook for the girl on the farm, not as an inde- 
pendent occupation nor as a partial or a vocational industry, but 
as subsidiary to other forms of agriculture. 



OPPORTUNITIES IN AGRICULTURE 25 



FRUIT GROWING 

Introduction. 

Fruit growing offers probably the best opportunity of anything 
in the agricultural line. It is only within a few years that the 
public has been awake to its possibilities as a separate industry. 
Formerly New England orchards were left to themselves without 
care or cultivation, though many farmers seem to have realized 
that in a fruit year their orchards were the most lucrative resource 
of the farm. Within the last 10 years, however, through the 
efforts of the agricultural colleges and agricultural papers, the 
possibilities of New England orchards have become more generally 
known, and an intelligent effort has been made to develop fruit 
growing as a separate industry. Commercial orchards have 
been set out, and old orchards have been pruned and fertilized. 
Even in the few years since orcharding as a business began, the 
results indicate what may be expected from further develop- 
ment both of the orchards and of the markets for New England 
fruit, and prove the value of learning from men now in the busi- 
ness how they began their orchards, what training they had for 
this work, how large a plant is necessary to bring certain re- 
turns, and what conditions of labor and capital they are finding. 
Because the industry is so new as a commercial enterprise, it 
has been possible to study only 14 instances where fruit growing 
is the main business of the farm, though on many other farms 
the old orchards are being cultivated after modern methods with 
very good results. From these few instances one may discover 
the opportunity for women in this field. 

As a business proposition, fruit growing may be developed 
in two ways. Either a new plant may be started, with young 
trees set out according to the latest methods, pruned, sprayed, 
and fertilized carefully to secure perfect adult trees, or old or- 
chards may be renovated. The former method has been fol- 
lowed in three instances studied, and, while the trees are not yet 
old enough to yield a full crop, the results indicate that ex- 
cellent returns may be expected. By following this method, 
a location favorable for fruit growing and also for a satisfactory 



26 VOCATIONS FOR THE TRAINED WOMAN 

market may be secured. The entire plant may be developed 
along the most accepted lines as to amount and character of fer- 
tilization, cultivation between trees or the best plants to grow 
near the young trees, and rotation of crops to "secure the best 
growth and development of the young trees. From these sug- 
gestions it will be seen that to start a new commercial orchard 
demands thorough training in modern methods, which may be 
secured at the agricultural colleges. The plan followed in the 
majority of cases is an adaptation of modern methods to old 
orchards. This gives much quicker returns, but involves a 
heavy expense in getting the old trees into good condition to 
produce perfect fruit. In spite of the fact that the trees are 
old and ill-shaped, often half dead, it has been found possi- 
ble by careful and intelligent pruning, frequent spraying, and 
heavy fertilizing to get good returns from trees 40 to 50 
years old. 

Since neither the farmer who has an old orchard nor the man 
who has become interested in fruit growing, and has bought an 
abandoned New England farm, has had training for this work, 
the custom has been to hire an expert to prune the orchard and 
recommend what care be given it. In this connection it is in- 
teresting to notice that all the men visited who have developed 
their old orchards were born and brought up on the farm, and 
have an experience through many years of general farming. 
Five of these men had taken courses at agricultural colleges, 
one had gained some knowledge of recent methods by reading and 
study of the fruit bulletins issued by the colleges, and all had 
called in experts to guide them in the development of the orchard. 
All were enthusiastic over the possibilities of this work. In the 
majority of cases the main fruit grown on these farms is apples, 
but on 6 farms all large fruits, such as pears, peaches, plums, 
cherries, quinces, and apples are raised, while in one instance 
peaches are the only crop. 

General Conditions of the Business. 

To develop a large orchard demands more land than some 
other lines of agriculture, for example, market gardening where 



OPPORTUNITIES IN AGRICULTURE 27 

intensive farming may be done. The man or woman who wishes 
to start a commercial orchard should not consider a farm of less 
than 25 acres, with an orchard or group of orchards of about 
500 trees. He should also have land available for fruit trees, 
where he could set out new trees and so increase his orchard in 
time to 3,000 or 4,000 trees. Many farmers have started with 
a small orchard of 25 to 100 trees, and have been able to get 
unusually good results. In the cases studied, however, most of 
the old orchards which have been renovated contained from 
100 to 500 trees, though an occasional orchard was composed 
of several thousand trees, and one had as many as 42,000. 
On all of these farms young trees had been set out, varying 
with the amount of land available as well as the amount of 
capital. 

The problems of labor and capital which confront the fruit 
grower are quite distinct from those seen in market gardening. 
Fruit growing demands few laborers save in the picking season, 
and for this reason may be considered a more desirable occupa- 
tion for women. The early spring pruning and spraying can 
be done by the regular men on the farm, under careful and intelli- 
gent direction; but for picking, sorting, and packing the fruit 
many additional men are needed. The number employed on the 
different farms is given, but in each case it is necessary to add 
that extra help was hired during the season, as needed. Quite 
contrary to the condition in market gardening, it is comparatively 
easy to secure men for fruit picking. The season is short and 
comes at a time when other work for men is dull, so that many 
Americans as well as foreigners are glad of the extra work. 
The daily wage paid by 6 men varies from $1.50 to $2. If 
paid by the week, the average wage is usually $10. Six farmers 
paid by the month sums varying from $16 to $25 with board, 
or $40 to $60 without board. There is little opportunity to 
use women in the fruit orchards except in the picking of small 
fruits, which in this study has been classed under regular market 
gardening. 



28 VOCATIONS FOR THE TRAINED WOMAN 

Number of Summer Laborers Employed by Fruit Growers 

Interviewed. 

None (regularly) 1 

I to 5 laborers 7 

6 to 10 laborers 1 

II to 15 laborers 3 

21 to 25 laborers 1 

150 to 250 laborers 1 

It is very difficult to give any accurate statement regarding 
the capital necessary to carry on a fruit farm, because the amount 
of expense depends so directly upon the condition and age of 
the trees. The expense for pruning large old trees is reckoned at 
from 25 cents to 50 cents a tree, while the spraying costs from 10 
cents to 50 cents. For young trees the expense for pruning is 
from 2 cents to 5 cents, and the spraying about 10 cents per tree. 
The estimate of expense per tree for fertilizer varies from 1 cent 
for young trees and 5 cents for bearing trees to as high as 50 cents 
for an old tree. The average cost, however, is probably between 
10 cents and 15 cents per tree. Picking and packing the fruit 
is another large item of expense, and is estimated at from 15 cents 
to 25 cents per barrel. 

In Table 2 given herewith the expenses of the fruit farms 
have been estimated by farms. In two instances the general ex- 
penses amounted to less than $1,000 for a farm of about 100 trees; 
in one between $2,000 and $5,000 for from 1,000 to 4,000 trees; in 
three between $5,000 and $7,000 for 3,000 to 16,000 trees; while 
in one very large farm the expense was from $12,000 to $16,000 a 
year for over 42,000 trees. These figures, while of necessity more 
or less indefinite, yet show that the expense of conducting a fruit 
farm is proportionately less than that of a market garden. 

It is difficult to state how much capital one would need to 
start a fruit farm, because one must often buy more land than is 
needed in order to secure an orchard of sufficient size. The loca- 
tion of the farm also affects the price of land. It may be helpful 
to note in the cases studied both the amount originally invested 
and the valuation at the time of the study, without presenting, 
however, the increase in capital by farms. 



OPPORTUNITIES IN AGRICULTURE 



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30 VOCATIONS FOR THE TRAINED WOMAN 

Capital Invested by Fruit Growers Visited. 

In the Beginning. At the Time Visited. 

Inherited land 2 $1,600 to $5,000 2 

Under $1,500 3 $6,000 to $10,000 5 

$1,600 to $5,000 2 $11,000 to $15,000 1 

$6,000 to $10,000 1 Over $150,000 1 

$20,000 1 A large amount 1 

Not stated 5 Not stated 4 

Returns from fruit farms depend largely upon the season, and, 
though it is hoped by proper cross-fertilization to increase the 
fruit crop each year, at present the returns are more or less un- 
certain. Five of the fruit farms reporting returns were esti- 
mated as yielding an amount varying from almost $1 to $2 per 
tree, and the other 6 farms as yielding from about $2.50 to $4.50 
per tree. The point which concerns the purpose of this study 
more, however, is the proportion of profits to these returns. 
These were estimated as between 25 per cent, and 33J per 
cent, by 4 of the 6 reporting profits, while in one instance the 
percentage was given as high as 66| per cent, profit and in 
the other as less than 20 per cent. 

Outlook in the Business. 

Turning from the study of detailed conditions in fruit growing 
to the future of this branch of agriculture, we find a great con- 
trast to the outlook in market gardening. Fruit growing seems 
to have a bright future in New England. The soil is well adapted 
for fruits of all kinds, the markets are available, and the prob- 
lems are those which naturally arise in developing any new busi- 
ness. Fruit growing offers a possible way of escape from the 
unfortunate conditions in market gardening. It will always be 
closely allied with gardening because, in order to secure the best 
results from the orchards, the soil must be cultivated. This 
means that vegetables and grain may be grown to advantage 
while the trees are young and even after they begin to bear fruit. 
Fruit growing offers also a hope to the dairy farmer. As will be 
seen in another study, the outlook is not at all bright for the dairy 



OPPORTUNITIES IN AGRICULTURE 31 

farmer. The fruit grower, however, needing much fertilizer for 
his trees, finds it most profitable to keep cattle. 

The essentials for success in fruit growing from a commercial 
standpoint are a thorough knowledge of the best locations for 
the orchards, the kinds of fruit adapted to the locality, and the 
best methods of caring for fruit trees. The New England orchards 
have been neglected, and require wise pruning and fertilization 
to secure speedily good results. This knowledge may best be 
secured at the agricultural colleges or by study at home or by 
observation of the work of some one who knows the business. 
A certain amount of capital above the sum invested in the farm 
is necessary, though the individual may be able to adapt his 
efforts to the capital which is available. More essential than 
capital and co-ordinate with accurate knowledge of fruit growing 
is the necessity that the fruit grower have good executive ability. 
This is essential not only in securing his markets, but in picking 
and packing the fruit for market. The New England farmer 
has been careless of the opportunities in this line, offering poor 
fruit and poorly packed fruit in local markets, so that the prices 
have been kept low for his fruit. The fruit grower of the future 
must be able to establish and maintain a high reputation for the 
excellence and superiority of New England fruit in order to be 
able to compete with western products. 

Opportunity for Women. 

While it is generally admitted that fruit growing offers a good 
opportunity for men, there is difference of opinion regarding 
the field for women. This is due mainly to the necessity for 
thorough training and experience, which men fear a woman 
could not secure, and to the necessity for hard work of a nature 
unsuited to her. If she be content to hire men to do this heavy 
work and confine her efforts to supervising work in her orchards, 
the question arises as to her ability to manage men. It is im- 
possible to reach any positive conclusion as to the validity of 
these objections. In every case it would depend upon the indi- 
vidual woman and her ability to overcome the difficulties. Pro- 
vided a woman is strong and able to manage men, she can easily 



32 VOCATIONS FOR THE TRAINED WOMAN 

get a theoretical training at the agricultural colleges and work 
out her experience for herself. If she is able to do this, 7 of 
the men interviewed conducting fruit farms said a woman would 
have as good an opportunity as a man. The business demands 
careful attention to details in pruning, spraying, picking, and 
packing fruit, for which women are naturally well fitted. The 
woman with business ability and a love for orcharding may secure 
returns from a fruit farm after a year or two by starting small 
fruits, such as currants and berries, among her young fruit trees. 
She may also combine with this poultry raising or bee keeping, 
to assist in the fertilizing of her fruits. The field here is large, 
and offers abundant opportunity for a woman of ability to de- 
velop a large and profitable plant. 

The approach to the industry for the woman seems to come 
in one of three ways. First, the mature woman with small or 
large capital in available money or in real estate may secure 
training in an agricultural school, purchase land or an orchard 
in small or larger amount, and begin the development of the 
property. Second, the woman with capital or with real estate 
may begin on a small scale, secure an expert to prune her orchard, 
and advise her with regard to spraying and fertilizing, and 
thus, having secured experience in lieu of training, she may con- 
tinue to develop her orchard. Third, and one which commands 
attention because in it may appear a solution of the problem 
for the young girl on the farm and may satisfy a demand both 
industrial and social, training may be given the farmer's daughter 
who is looking forward to passing her mature years on her own 
estate or to married life on a farm. The girl, given a certain 
amount of training in pomology, together with elementary work 
in other lines of agriculture, may begin work on the farm, with her 
father's aid and a small investment, and may develop interest, 
skill, and a productive business. Especially in orcharding does 
the average New England farm offer chance for intensive but 
gradual development. 

The range from small to large capital, and the more definite 

knowledge of expenditure and probable returns which we have 

been able to secure, seem to augur better opportunity for women 

i n pomology than in many other phases of country occupation. 



OPPORTUNITIES IN AGRICULTURE 33 

Thus the expense per tree for pruning, spraying, and fertilizing 
is about 50 cents to $1.50 for old trees and 15 to 20 cents for young 
trees in addition to 15 to 25 cents per barrel for picking and pack- 
ing the fruit. This possibility of reducing the expense to a unit 
per tree is apparently of great advantage. The evidence seems 
to show the possibility of beginning with 25 to 100 trees, and the 
necessity of developing to 500 trees at least before much com- 
mercial advantage is reached, while it is apparent that 1,000 
trees are necessary for an income approaching independence. 



GROWING FLOWERS FOR THE MARKET 

General Conditions in the Business. 

Growing flowers for the market and nursery culture might be 
grouped together, not because they are usually carried on simul- 
taneously, although this is practical, as are market gardening and 
fruit growing, but because in general they have in America the 
same conditions and similar difficulties. In each case the out- 
look depends almost entirely upon the ability of the individual to 
secure sufficient training and experience and to find a market 
for his product. Here the similarity between the two kinds of 
work ends. It is therefore necessary to study each as a separate 
occupation. 

In the following study, which is based upon interviews with 
about 25 men and women engaged in this business, it has been 
possible to secure definite figures from only 16 people, and even 
here accurate answers could not be given in every instance, as 
will be seen by the tables. 

The boy who grows up in the work, beginning as an apprentice 
or errand boy in some large greenhouse, secures training and 
experience, and after 10 or 15 years of actual practice with plants, 
learns enough to be able to start a small plant for himself. 
But for young men or young women the course is less easy. 
At the various schools and colleges they may be able to secure a 
thorough scientific training in floriculture, but without actual 
experience there is considerable risk in making a beginning. In 



34 VOCATIONS FOR THE TRAINED WOMAN 

the instances studied, 6 men began as young boys, and 3 worked 
for others from 5 to 15 years before starting for themselves. Seven 
others began in a small way, without training or experience, and 
developed the plant as they gained experience. The length of time 
these men had been in business is shown by the following table: — 

Length of Time in the Business as Reported by Flower Growers 

Interviewed. 

2 to 7 years 3 

7 to 15 years 5 

15 to 30 years 6 

40 to 50 years 1 

Not reporting 1 

The majority of men in floriculture have learned that the best 
results are secured by specializing in one line of plants. For this 
reason it is interesting to notice that only 4 had general green- 
houses, while 2 were growing only roses, 2 violets, 2 sweet peas, 
and 6 grew ferns, azaleas, and orchids. Nearly all of these men 
cultivated also in their greenhouses spring bedding plants for 
the farmers, some raising all kinds of flowers outside, and 4 spe- 
cialized in bulbs and dahlias. The amount of land in use varied 
considerably, from a small town or village lot to 20 acres, but 
the majority owned 3 acres or less. A comparison of the number 
of greenhouses in use is not very satisfactory because of the 
difference in size. For example, 1 man has a rose house which 
covers about half an acre, and is 350 to 500 feet in length, while 
some of the violet houses are less than 100 feet in length, and 
one of the smallest houses is 20 by 40 feet. The houses vary also 
in width, so the figures given below can be of value only as a 
general suggestion as to the size of plant possible: — 

Number of Greenhouses Owned by Flower Growers Interviewed. 

2 greenhouses 2 

3 to 5 greenhouses 3 

5 to 10 greenhouses 3 

10 to 15 greenhouses 2 

Over 40 greenhouses 2 

None 2 

Not reporting 2 



OPPORTUNITIES IN AGRICULTURE 35 

The care of flowers demands many laborers, so that in large 
greenhouses the labor problem requires consideration, as in 
other lines of agriculture. The number of men employed ranged 
from about 5 to 30, though one-half of those questioned had 
fewer than 10 men. Men of all nationalities are found in the 
work, with preference shown for English, Scotch, German, and 
Italian. A few American women are employed to pick violets 
and sweet-peas during the season at about $1 per day. The 
average wage for men is from $1.50 to $2 for the ordinary laborer. 
The superintendent and the foreman receive, in proportion to the 
size of the plant and the responsibilities which they have, up 
to $5 per day. 

The expenses in greenhouses are similar to those found in 
market gardening, — for labor, repairs, fertilizer, taxes, coal, and 
water. 

The expense for labor is the largest item, and fell between $350 
and $500 per greenhouse for 4 of the 10 growers reporting labor 
cost, and between $600 and $750 per greenhouse for 3 others, while 
2 growers reported $1,125 and $1,727 per greenhouse, respectively. 
As the tenth grower did not report the number of greenhouses, 
the labor cost per greenhouse could not be estimated. Other 
costs ranged from $250 to $400 per greenhouse for 6 of the 
11 reporting, while one reported $958. There is a heavy 
expense in greenhouse work in keeping the houses in repair. 
This includes new glass and frequent painting of houses with 
wooden frames and wear and tear on the plant. Many of 
the newer greenhouses are being built of steel, and while the 
original expense is heavier, the building wears longer. The 
expense for repairs seems to range from $100 upward. Another 
considerable expense is that for soil and fertilizer. 

Since greenhouses have to be located near the city market, 
taxes are usually very high. Two men said they paid from $100 
to $150, and 3 from $200 to $400, while in 1 case the taxes were 
above $2,000. The amount of coal and water used depends very 
largely upon the character of the plants. For example, violets 
need very little heat, so that the expense is much less than for rose 
houses, where a good deal of heat is required. Of those who gave 
figures regarding the expense for coal, 2 said it was $450 to $600, 



36 



VOCATIONS FOR THE TRAINED WOMAN 



3 said $1,000 to $1,500, and 3 from $3,000 to $5,000. In most 
cases the water bills are slight, from $35 to $125, but in 1 or 2 
instances where meters are used the cost amounts even to $500 
or $1,000. It was estimated that the average total expense for 
a greenhouse is about 50 cents per square foot. Several people 
gave from $700 to $800 as an estimate for the first cost of a 



TABLE 3, SHOWING THE INVESTMENTS, EXPENSES, PROFITS, 
(Data are given as suggestive only. Discrepancies often appear in totals due 



Case 


Size of 


Number of 


Number 
of 


Number 

of 
Laborers 


Initial 


Present 


Total 
Annual 
Expenses 


Number 


Farm 


Greenhouses 


Years in 
Business 


Capital 


Capital 


1, 


125,000 


11 


11 


3 to 5 


$4,000 to 


$10,000 


$20,000 to 




square 


(each 200 to 






$5,000 




$25,000 




feet 


500 feet long) 












2 




8 
(150 x 20 feet) 


17 


7 to 8 


$6,000 to 
$8,000 


$10,000 to 
$15,000 


$7,000 


3 


— 


2 
(150x40 feet) 


5 


2 


$10,000 


— 


l 


4 


Town lot 


2 
(20 x 40 feet) 
(18 x 50 feet) 


10 


2 


Very 
small 


$3,000 


$250 


5 




None 

1,100 

bulbs outside 


7 


1 


~ 






6 


— 


12 


25 


12 


$15,000 to 


$70,000 to 


$15,000 to 






large 






$20,000 


$80,000 


$25,000* 


7 


£ acre 


None, 

1,000 

bulbs outside 


15 


1 


$250 


$1,250 


— 


8 


Town lot 


— 


15 


5 to 6 


— 


— 


$200 


9 


20,000 

square 

feet 


6 

(120 x 20 feet) 


7 


3 to 4 


$15,000 






10 


1 acre 


2,000 to 3,000 
bulbs outside 


2 


1 


$1,500 


$5,000 


— 


11 


— 


Many, 
very large 


40 to 50 


10 to 20 


$1,100 


$100,000 


$10,000 to 
$14,000 


12 


2 acres 


9 


« 


8 




$18,000 to 
$20,000 


$8,500 


13 


— 


4 




— 


$6,000 


— 


— 


14 


20 acres 


40 


25 


30 to 40 


— 


$300,000 


$25,000 


15 


\ acre 


4 


12 


8 


$500 


$7,000 


$6,000 


16 


3 acres 


4 

(150x25 feet) 


23 


3 to 5 


$600 


$10,000 


$3,000 



i Chief expense is in getting bulbs. 

* Bad bills amount to $1,000 to $2,000 per year. 



OPPORTUNITIES IN AGRICULTURE 



37 



small violet house, and $1,200 for a general greenhouse requiring 
better heating facilities and to be more firmly built. 

As has been suggested, most of the greenhouse owners visited 
have worked into the business gradually, starting a small plant 
for themselves and developing it, as they were able to work up 
a market and secure perfect flowers. The following table is use- 



AND OTHER DATA REPORTED BY 16 FLOWER GROWERS VISITED. 
to variation in returns dependent on seasons and to incompleteness of accounts.) 



Itemized Expenses 


Annual 
Returns 




Labor 


Repairs 


Fertilizer 


Water 


Coal 


Taxes 


Profits 


$18,000 to 
$20,000 


Included 
in labor 


$1,500 to 
$2,000 


— 


— 


$2,000 to 
$3,000 


— 


10 per cent, 
in good year 


$4,000 
$1,500 


$100 


$1,600 to 
$1,800 


$60 


$1,500 






$1,500 to 
$2,000, 
10 per cent. 


— 


— 


— 


— 


— 


— 


$750 


25 per cent. 


— 


— 


— 


— 


— 


— 


$1,000 
per acre 


— 


$8,000 to 
$9,000 


Several 
hundred 


$8 to $10 


$1,000 


$2,800 

to 
$3,000 


— 


— 


15 to 25 

per cent, of 

investment 

$600 


$200 
$2,000 


$100 


$150 to $200 


$36 


$1,000 


$100 


$30,000 


$600 
25 to 50 
per cent. 





— 


— 


— 


— 


— 


— 


6 per cent. 


$6,000 


$100 


$500 


$700 to $800 
$125 


$5,000 
$1,200 


$300 
$150 


$16,000 


25 cents 

a square foot 

5 per cent, of 

investment 

s 


$15,000 

$4,500 
$1,500 


$400 
$400 


$1,500 

$200 
$100 


$250 

$50 
$100 


$4,500 

$450 
$600 


$200 
$350 


$55,000 
$18,000 


$15,000 to 
$20,000 

$1,000 



* Borrowed $6,000 at 9 per cent, interest to start. Paid it all back in 6 years. 



38 VOCATIONS FOR THE TRAINED WOMAN 

ful only to show the actual capital in use by flower growers 
formerly and at present: — 

Amount of Capital Invested by Flower Growers Interviewed. 

In the Beginning. At the Present Time. 

Under $700 4 $1,000 to $5,000 3 

$1,000 to $1,500 2 $7,000 to $10,000 

$4,000 to $8,000 3 $15,000 to $20,000 



$70,000 to $80,000 
$100,000 .... 



$10,000 to $15,000 2 

$15,000 to $20,000 1 $300,000 

Not reporting 4 Not reporting 5 

As in other lines of industry, men estimate the returns and profits 
in the business variously. Three of the 6 who gave estimates of 
returns reported them as under 25 per cent, of the capital invested 
and 1 reported them as 257 per cent. Profits were estimated by 
3 of 13 reporting as under 25 per cent, of the returns, while 4 
gave profits as from 25 per cent, to 50 per cent, of the returns. 
Three were unable to give any estimate, they said, because they 
usually turned the profits back into the business. Profits also 
depend very much upon the season, so that no statement can 
be accurate. In this business, men expect to receive from 25 to 
30 per cent, on the capital invested, but 3 men said they re- 
ceived only 5 to 6 per cent., 4 from 10 to 15 per cent., and 4 
from 15 per cent. up. Apparently, 10 to 15 per cent, is the 
maximum profit which horticulturists dare to count upon. Table 
3, which is given for comparison, shows that in many cases it 
was impossible to secure full statements relative to capital, size 
of plant, expenses, returns and profits, but it will serve as a guide 
to trace the relation in those cases given. 

Outlook in the Business. 

Although unable to give exact figures regarding conditions of 
the business, all of those engaged in greenhouse work were very 
willing to express opinions relative to the future of floriculture. 
Only 2 men said conditions were unsatisfactory ; 5 said it depended 



OPPORTUNITIES IN AGRICULTURE 39 

upon the season and upon the market; 9 said positively that 
growing flowers is a good business. It is valuable to notice some 
of the reasons for lack of confidence. 1. At the present time, 
owing to the high prices of building materials, much more capital 
is needed to start a greenhouse than was required a few years 
ago. 2. The property depreciates rapidly, and if a person is not 
successful in the business, a forced sale brings very little for the 
plant. 3. Competition is so keen that few men would dare 
start a plant without some practical experience in a greenhouse, 
which, as has been shown, is difficult to secure. 4. Flowers are a 
luxury, and while in prosperous years the sale grows rapidly, in 
times of panic or business depression this is one of the first lines 
of business to feel the retrenchment of expenses. 5. Retailers 
are often unable to meet their bills, and the loss to retailers and 
wholesalers alike is heavy. One firm stated that last year it lost 
between $2,000 and $3,000 from this cause. 6. Flowers grown in 
the open garden are so dependent upon conditions of climate 
that the loss may often be heavy. A rain or fog may ruin the 
flowers just at the height of the season, and the gardener must 
wait until new flowers are grown. 

The majority of floriculturists feel, however, that in spite of 
the difficulties the outlook for the future is bright. Flowers are 
coming to be less of a luxury and more of a necessity in homes of 
the middle class. The statement of one man is significant. 
"There is always a demand for perfect flowers, but you can't 
give away poor flowers." While competition is keen, conditions 
have never been so favorable for the small grower. He may 
take advantage of the general flower market, and has equal oppor- 
tunity to sell his flowers if they be perfect. The florists come 
each morning to the flower market, where they secure their flowers 
for the day and choose from those displayed at the regular market 
price. Another aspect of the business which points to a hope- 
ful future is the change from general culture in greenhouses to a 
special product. This means economy of labor and a better 
flower, because conditions of heat and moisture may be con- 
trolled to meet the exact needs of the plants, and opportunity 
be given to study and experiment with flowers in the hope of 
finding a new variety which shall meet public favor and bring large 



40 VOCATIONS FOR THE TRAINED WOMAN 

financial returns. As in every business, it is not to be overlooked 
that successful flower growing depends largely upon the ability 
of the individual to overcome the difficulties of the work and to 
take advantage of the growing demand. 

Opportunity for Women. 

The difficulty of securing training and experience in the green- 
house itself is the chief obstacle to a woman in this line of work. 
Even though she have a scientific knowledge of flowers, she cannot 
do the heavy work demanded from an apprentice nor can she 
be relied upon for the work which demands skilled hands. In few 
greenhouses is a woman permitted to gain experience, so she is 
practically forced to rely upon her own efforts and to start a small 
plant where she can learn by doing. This is not at all impossi- 
ble, and a number of successful women have been found who 
began in this way. Several women interviewed began by grow- 
ing dahlias and asters in the open garden, then building a small 
greenhouse, and finally working up a large business. For the 
woman who, either in her own greenhouse or elsewhere, has 
secured the necessary experience, it is possible to buy or start a 
large plant. Here she would require laborers to do the heavy 
work, and might meet the difficulty of managing men of this 
class. The work seems to have a particular charm for many 
womeiij and they have already proved that they can carry on suc- 
cessful greenhouses. 

Among the women floriculturists interviewed one lived in a 
small town and had built several greenhouses, from which she 
supplied the demand of the entire town. She had developed also 
a considerable market garden trade and had several acres in 
nursery stock. Another woman started her greenhouses for 
pleasure, but at her husband's death continued it on a com- 
mercial basis. She found that her special ability lay in floral 
decoration, so that she made herself an authority in this line and 
received many prizes for her work at horticultural exhibitions. 
One woman of means devoted her attention to the study of hardy 
roses in this country and abroad. At first this was done as a 
pleasure, but later under financial reverses she turned her knowl- 



OPPORTUNITIES IN AGRICULTURE 41 

edge to account and was able to secure a large clientele of people 
who wished her to care for their rose gardens. Several women 
who were kept at home increased their incomes considerably by 
growing dahlias. The best opportunity here lies in securing new 
varieties and selling the bulbs, although it involves more or less 
advertising to secure a market. One woman, who lived in a town 
where there were many summer hotels and cottages, planted her 
gardens with sweet peas for which she found a ready market. 
Another woman grew lavender, and worked it up into attractive 
packages for sale to summer tourists. 

For the woman with a greenhouse there is a splendid oppor- 
tunity to grow spring bedding plants, such as tomatoes, pansies, 
geraniums, and asters. If she is near a large market, it is usually 
better to specialize on one kind of flowers, as, for instance, violets, 
with sweet-peas between rows so that they will be ready to blossom 
when the violet season is passed. There are numberless possi- 
bilities for a woman who loves flowers to work out some line for 
which she has a particular market, and she may combine the 
growing of flowers with small fruits and poultry raising. 

Not only for the woman with large acreage and a fair amount 
of capital, but for the woman with a small country property, does 
floriculture alone or floriculture combined with other forms of 
agriculture yield an opportunity for a fair profit on investment 
of money and time. If a return ranging from 10 to 15 per cent, 
only can be relied upon, the small investment cannot yield an 
independent income. It appears that for the large or small 
investor dependent on her income the growth of flowers for the 
market must at first be combined with other forms of produc- 
tivity, poultry raising, bee keeping, nursery culture, orcharding, 
or market gardening. For a partial independence or an avoca- 
tion, no form of agriculture would seem more delightful. 

The question of training and experience has been shown to be 
at present the most serious obstacle. Again the question arises 
as to whether the farmer's daughter or the girl growing up on, 
or with access to, farms or landed property, especially one whose 
taste and ability for plants and flowers has been proved, may 
not be given training through the schools, so that she may com- 
mence her experience at home on small beds grown in the open 



42 VOCATIONS FOR THE TRAINED WOMAN 

or develop small hotbed flowers and thence expand the business. 
The woman with such opportunity in girlhood would have over- 
come the difficulties preliminary to conducting a plant of self- 
supporting size. 



NURSERY CULTURE 

General Conditions in the Business. 

In the following study the information was gained from inter- 
views with 15 practical nurserymen, but full response to ques- 
tions asked was received from 8 only. Although the figures 
are in themselves inadequate, they are given as suggestive 
at least. These, together with the conclusions based on con- 
versation with the other 7, as well as with horticulturists who 
have had some experience, may, however, serve to show general 
conditions regarding the laborers necessary, expenses, capital, 
returns, and profits in the business. Seven of these men had 
been in the business from 3 to 10 years, and 5 from 12 to 25 years. 

Nursery culture is closely allied to flower growing. Many 
nurserymen have greenhouses where they grow young plants and 
often flowers, while many florists naturally work into the growing 
of perennials and small ornamental shrubs to meet the demands 
of their trade. Just as was found in floriculture, so in growing 
trees and shrubs, the chief difficulty is to gain adequate training 
and experience. At least 12 of the men in the business secured 
the opportunity for experience through parents or had been 
trained in schools by foreign apprenticeship. Of these 7 were 
born and brought up on the farm, having had no training or 
experience outside; one studied in a horticultural school in Hol- 
land; another studied 2 winters at an agricultural college; still 
another was apprenticed for 4 years to an English firm; and 2 
were Scotchmen and had grown into the work from youth. 

The general product grown on the farms visited includes: 
general nursery shrubs, 6; ornamental stock, 5; evergreen trees 
and maples, 3; small fruits and hardy phlox, 1. Greenhouses 
are used for the young nursery plants, and plants are grown 
outside in varying amounts. From 5 to 20 acres seem to be 



OPPORTUNITIES IN AGRICULTURE 43 

sufficient to secure adequate profits. The size of plants studied 
is shown by the following figures: — 

(1) Acreage under Cultivation (2) Number of Greenhouses 
by Nursery Men Inter- Owned by Nursery Men 

viewed . Inter viewed . 

6 to 10 acres 4 No houses 5 

15 to 18 acres 2 1 to 4 houses 5 

23 acres 1 5 houses 2 

30 acres 1 20 houses 1 

40 acres 1 Not reporting 2 

Not reporting 6 

In nursery culture, as in general agriculture, the question of 
securing laborers is important. The work is heavy and requires 
great care, so that it is necessary either to secure competent help 
or to have careful supervision of the workmen, who are for the 
most part foreigners, either Italians or Germans. In the nur- 
series which were studied the number of men employed varied, 
as will be seen from the table, 9 nursery men hiring less than 8 
men, while 1 had 15 to 20 men, and 2 from 30 to 50. One man 
hired 5 men in winter and 25 in summer; others employed men as 
needed. The wage paid was $1.50 to $2.50 per day. The item 
of greatest expense in this work, as in other lines of agriculture, 
is for labor. (See Table 4.) Six nursery men reported labor 
cost as from $100 to $200 per acre, and 2 placed it between $300 
and $350. In only 1 case did all other expenses exceed $250 per 
acre, in 4 cases they fell between $50 and $150, and in 2 cases 
under $50 per acre. 

The business demands little capital at the start, though as high 
as $£0,000 was invested by some of the men interviewed. Seven, 
however, began with less than $3,000, but at the time interviewed 
only 1 man had under $2,000, and 10 had from $10,000 to 
$50,000. 

Returns were estimated by 6 of the 9 nurserymen reporting this 
item as from 40 per cent, to 60 per cent, of the capital invested, 
1 estimated them as 85 per cent., 1 as 90 per cent., and 1 as 244 
per cent. The profits, however, were given as only between 
10 per cent, and 20 per cent, of the returns in 6 of the 8 cases 



44 



VOCATIONS FOR THE TRAINED WOMAN 



reporting, but in the 2 other cases between 25 per cent, and 50 
per cent. 

Fifteen to 20 per cent, of the capital invested in most cases was 
claimed as the fair and safe reward. Table 4, showing the rela- 
tive capital, expenses, returns, and profits for each plant, as 
far as could be learned, is given below and may be useful for 
comparison with other industries. 

Outlook in the Business. 

Men now engaged in nursery culture unanimously consider the 
outlook very good. The difficulty, as has been stated, is to secure 



TABLE 4, SHOWING THE INVESTMENTS, EXPENSES, PROFITS, 
(Data are given as suggestive only. Discrepancies often appear in totals due to 



Case 
Number 


Number 
of Acres 
in Farm 


Number of 
Greenhouses 


Number 
of Years 
on Plant 


Number 

of 
Laborers 


Initial 
Capital 


Present 
Capital 


Total 

Annual 

Expenses 


1 


30 


5 or 

16,000 

square feet 


60 


8 to 40 


$3,000 


$45,000 


$12,500 


2 


23 


— 


8 


3 to 5 


— 


— 


$8,000 


3 


18 


None 


5 


5 to 6 


— 


$10,000 


— 


4 


10 


None 





6 


$300 


$10,000 


$3,500 


5 


6 


None 


8 


2 to 4 


$2,000 


$5,000 


$3,000 to 
$3,500 


6 


40 


None 


70 


15 to 20 


Inherited 


$15,000 


$6,500 


7 


6 


None 


15 


1 to 6 


— 


$8,000 to 
$10,000 


$1,500 


8 


4 


2 
small 


10 


1 


$1,000 


$6,000 


$1,800 


9 


15 


— 


23 


2 


None 


$50,000 


— 


10 


— 


3, or 3,000 
feet 


16 


2 


— 


$1,500 


— 


11 


100 


3 


15 


35 to 40 


$3,000 


$15,000 to 
$20,000 


$25,000 


12 


400 


5 


10 


40 to 50 


$20,000 


$10,000 


$75,000 


13 


— 


4 


7 


3 


$1,000 


$10,000 


$2,500 


14 


10 to 14 


1 


12 


None 


$100 


— 


— 


15 


1 to 10 


20 


3 


23 


$3,000 


$50,000 


~ 



1 Duties, freight, stock, etc., 



OPPORTUNITIES IN AGRICULTURE 



45 



the necessary training. The best opportunity is that offered 
abroad for the boy 14 or 15 years of age, to serve an apprentice- 
ship for 10 or 15 years on some large estate under a competent 
gardener. America has few large old estates where this is possi- 
ble, and thus the problem of securing adequate training is very 
serious, although landscape gardening is coming to be more fully 
appreciated and there is an increasing demand for ornamental 
trees and shrubs. Most men now in the business have solved 
the difficulty by starting a plant of their own and learning by 
experience, but the business is not easy to get upon a financial 
basis, even if one have good training. Competition is very keen, 
and the man who succeeds must have energy and business ability 



AND OTHER DATA REPORTED FROM 15 NURSERIES, 
variation in returns dependent on seasons and to incompleteness of accounts.) 



Itemized Expenses 


Annual 
Returns 




Labor 


Repairs 


Fertilizer 


Water 


Coal 


Taxes 


Other 
Expenses 


Profits 


$10,000 

$7,000 to 
$8,000 

$1,100 
$1,200 

$4,500 to 

$5,000 

$1,200 

$800 

$20,000 

$17,800 

$1,200 to 
$1,500 

$10,000 to 
$12,000 


$300 to 
$600 

$50 

$50 to 
$100 

$50 to 
$150 

$600 
$150 

$500 


$200 to 
$500 

$200 

$200 
$140 

$100 to 

$150 

$150 

$30 to 

$50 

$500 to 
$900 
$2,200 

$75 
$300 


$60 

$50 
$10 

$30 

$20 to 
$36 

$120 

$78 
$35 

$500 


$400 

$160 

$300 
$1,185 

$475 

$3,500 


$650 

$90 

$100 
$150 

$100 

$75 

$65 

$1,400 

$1,250 

$155 

$1,200 


$1,000 

$2,000 
$1,000 

$1,500 

$500 to 
$600 

$55,000! 
$200 


$20,000 to 
$30,000 

$4,000 

$6,000 
$4,000 to 
$4,500 
$7,500 

$3,000 to 
$3,500 

$85,000 to 
$110,000 
$5,500 

$40,000 to 
$50,000 


20 
per cent. 

15 

per cent. 
$3,000 

$800 to 

$900 
$1,000 

$9,000 to 
$10,000 
$1,400 

$4,000 to 
$7,000 



make the heaviest expense. 



46 VOCATIONS FOR THE TRAINED WOMAN 

to develop the business. He is forced to advertise extensively, 
which often means a very heavy expense. 

Nursery culture as a business enterprise has two distinct ad- 
vantages, once these difficulties are surmounted. First, the work 
may be and often is developed in connection with landscape 
architecture. The nurseryman not only supplies the plants, but 
suggests the varieties and the scheme of gardening, or he may 
work in connection with a landscape gardener, providing the trees 
and shrubs desired. Second, the expense does not increase in 
proportion as the work is enlarged, as is usual in most other lines 
of work. For instance, the expense in cultivating a nursery of 
10 acres is practically as great as that required for a plant of 
23 or 24 acres. This is claimed to be true because the small 
nursery requires a certain number of men and horses to perform 
the work in the busy season. By careful planning these can do 
the work of the larger plant, when otherwise they would be forced 
to be idle. 



Opportunity for Women. 

Although the business is generally admitted to be excellent 
for men, nearly all the men interviewed said it was quite im- 
possible to state the opportunity for women. A woman enter- 
ing this line of work would meet even greater difficulty than a man 
in securing adequate training. Besides this, she would be forced 
to do more or less of the actual work herself, in order to know 
when the men were doing the work properly. This means very 
heavy manual labor. If she were able to supervise men, she 
would be confronted by the difficulty of securing competent help, 
and, they said, would find it also difficult to inspire in these la- 
borers confidence in her judgment and understanding. How- 
ever, women have succeeded in nursery work. Some women 
have carried on the work successfully after the death of husband 
or father, thereby proving that the result depends entirely upon 
the individual woman. The best opportunity for a woman 
probably lies in growing small shrubs, such as Japanese barberries 
for hedges, where the returns have been known to be from $800 
to $1,000 an acre. One nurseryman suggested that a woman 



OPPORTUNITIES IN AGRICULTURE 47 

might grow Christmas trees, setting out young trees each year. 
It requires some years for sufficient growth, but in nursery culture 
all plants require time to develop. Another possibility for a 
woman is that of growing small ornamental plants, perennials and 
shrubs, for a local trade. She might combine with this, as has 
been done by some women, the care of small private gardens, sup- 
plying bulbs and plants and supervising the planting. Ap- 
parently the work offers possibilities for the woman of initiative 
and ability who has an interest in and love for plants, and if 
successfully carried on brings excellent financial returns. 



POULTRY RAISING 

Introduction. 

The one line of agriculture which seemed to all farmers inter- 
viewed to offer exceptional advantages for a woman was that 
of poultry raising. This judgment is based upon the fact that 
the small poultry plant found on almost all farms gives good 
returns, and this has usually been the department cared for by 
the farmer's wife. The opinion given off-hand by all of these 
farmers is confirmed by the men and women who have special- 
ized in poultry. The small poultry plant is comparatively simple 
to manage, but the large plant presents new conditions and de- 
mands definite experience in the business, a running capital of 
at least $500 to $1,000 in addition to that invested in the plant, 
an available market, and great care and attention to details. For 
the person possessing these qualifications the opportunity to 
start a small plant and develop it as rapidly as possible is un- 
limited. 

General Conditions of the Business. 

The accompanying study with regard to capital, expense, and 
returns, as well as the general possibilities of the plant, is based 
upon interviews with 40 poultry keepers, both men and women, 
who are at present developing poultry plants on a commercial basis; 
and Table 5, giving the details of each case, follows. Although 5 
of these men and women were born and brought up on the farm 



48 VOCATIONS FOR THE TRAINED WOMAN 

and 6 had been interested in poultry from childhood, yet the 
remainder had no training and no experience when they began 
to keep hens. Most of them began with a few hens, usually 
less than 6, and allowed them to increase naturally in a few 
years to 200 or 300, enlarging the plant as seemed advisable. 

Number of Acres in Farms Studied. 

1 acre and under 9 

From 2 to 20 acres 9 

From 20 to 50 acres 6 

From 50 to 100 acres 6 

200 acres 1 

Not reporting 9 

Number of Hens on Farms Studied. 

Under 50 hens 11 

From 50 to 100 hens 10 

From 100 to 500 hens 13 

From 500 to 1,000 hens 4 

From 2,000 to 5,000 hens 2 

It requires but a few years to establish a poultry business. 
However, of those interviewed in the present study only 6 had 
been engaged in the business less than 5 years. That the busi- 
ness is permanent and stable, giving regular and reliable re- 
turns, seems to be proved not only by the statements of these 
persons, but by the fact that the greater number of them, 27, 
had been in the business from 5 to 20 years, and 4 had been en- 
gaged in it from 30 to 50 years. 

There are three possibilities for the poultry keeper. First, he 
may raise poultry for broilers and roasters, making every ef- 
fort to have them ready in season for the early spring trade at 
unusually high prices, as was done in 16 cases studied. This 
branch of poultry raising has been particularly developed along 
the South Shore of Massachusetts Bay, so that the early poultry 
secured in that section is spoken of as the South Shore broilers. 
In this particular locality the advantages of a market at hand 
have been emphasized. Early poultry is raised on nearly every 
farm in that locality, but the commercial end of the business has 
been developed by one man for the entire section. By a system 



OPPORTUNITIES IN AGRICULTURE 49 

which he has arranged, he buys from the farmers all poultry 
alive. This he prepares for market and sells in town to regular 
customers or stores, and so relieves the farmer of the difficulty 
of finding a market. The second possibility is that offered in 
raising fancy stock for exhibition and sale at high prices. Single 
birds which have secured prizes in these poultry shows have sold 
as high as $100 and $150. The eggs, too, from these birds are 
sold during the hatching season as high as $5 to $15 for a setting 
of eggs. At other seasons the eggs are sold at the ordinary prices, 
and the less perfect birds are marketed for general use. This 
line appears to offer more of interest to those able to appreciate 
fine points in poultry, and if successfully carried on is undoubtedly 
one of the most profitable plans. Third, there is the regular 
field of raising poultry for the eggs. This line has usually been 
carried on in the past by the small plant, and without attention 
to breeding, though now it is recognized that fine birds of superior 
breed produce the greatest number of eggs. 

The number of helpers required in a poultry plant depends so 
largely upon the number of hens kept that no inclusive statement 
can be made. In general, however, it may be said that one 
person can easily manage from 50 to 100 hens with occasional 
help as needed. On even the largest plants studied only from 3 
to 5 men were employed. This means that the labor problem 
with its anxieties and expenses may be practically eliminated 
from the business. By far the greatest expense is that of grain. 
This is variously estimated from $1 to $2.50 per hen per year. 
The following proportions given under the various estimates may 
perhaps be of value. 

Expenses Reported by Poultry Raisers Visited. 
For Feed. For Equipment. 

Uncertain 4 $5 to $10 6 

Under $1 per hen per year . . 2 $^ 5 1 

$1 to $1.25 per hen per year . 9 $60 S 

tum Per hen per year ... 4 £2 to $2 °° " \ 



$1.50 to $2 per hen per year . 10 ^ %qq ^ 

$2 per hen per year 2 Very little 1 

Not reporting 9 Not reporting 26 



50 



VOCATIONS FOR THE TRAINED WOMAN 



TABLE 5, SHOWING THE INVESTMENTS, EXPENSES, PROFITS, AND 
(Data are given as suggestive only. Discrepancies often appear in totals due to 



Case 


Number 
of Acres 


Number 


Number 
of Years 


Initial 


Present 


Total Annual 

Expenses 
Exclusive of 
Interest on 
Investment 


Number 


in Farm 


of Hens 


in 


Capital 


Capital 




at Present 




Business 






1 


70 


600 


6 


$1,200 


— 


$5,000 to 
$6,000 


2 


Little 


170 


2 


— 


— 


$260 


3 


2 


100 


6 


Inherited 


$200 


$225 


4 


70 


500 


17 


— 


— 


$600 


5 


1 


25 


17 


$20 


— 


— 


6 


25 


39 


1 


$50 


$50 


$60 


y 


\i 


75 to 100 


4 


$150 


$250 


— 


8 


I 


60 to 80 


15 


$40 


— 


$60 


9 


2 


80 


13 


$250 


$250 


$37.50 to $50 


10 


35 


80 


15 


$150 


— 


$95 


11 


14 


375 


11 


$1,050 


$1,000 to 
$2,000 


$2,000 


12 


Village lot 


60 


12 


$5 to $10 


— 


— 


13 


— 


200 


7 


$25 to $30 


— 


$250 


14 


Little 


50 


40 


$25 


— 


$50 


15 


20 


300 


5 


$60 


— 


— 


16 


75 


200 


5 


$50 


— 


$250 


17 


6 


100 


8 


$1,000 


— 


$100 to $200 


18 


75 


600 


15 


$25 


— 


— 


19 


10 


170 


6 


$40 





$200 


20 


Little 


12 


2 


None 


— 


$15 to $20 


21 


90 


4,100 


4 


— 


— 


— 


22 


1 


25 


5 


— 


— 


$25 


23 


Little 


25 


17 


$5 


— 


— 


24 


35 


250 


24 


$5 


— 


— 


25 


13 


600 


30 


$50 


— 


$2,000 to 
$3,000 


26 


10 


150 


10 


$1,000 


— 


$100 


27 


32 


40 


2 


— 


— 


$200 


28 


H 


100 


5 


$10 





$100 


29 


H 


100 


38 


None 


— 


— 


30 


35 


2,000 to 3,000 


9 


— 


— 


$4,000 to 
$5,000 


31 


Little 


60 


10 


$1 


— 


— 


32 


H 


32 


20 


None 


— 


$50 


33 


200 


200 


30 


Little 


— 


— 


34 


Little 


60 to 80 


58 


$0.50 


— 


$175 


35 


M 


20 to 50 


— 


$100 


— 


$35 to $85 


36 


8 


50 


10 


None 


— 


$175 


37 


Little 


40 to 50 


7 


$25 to $30 


— 


$40 to $50 


38 


5 


35 to 200 


11 


$100 


— 


$150 to $200 


39 


Little 


50 


10 


Little 


— 





40 


90 


44 


6 


$100 


— 


$100 



OPPORTUNITIES IN AGRICULTURE 



51 



OTHER DATA REPORTED BY 40 POULTRY RAISERS INTERVIEWED, 
variation in returns dependent on seasons and to incompleteness of accounts.) 





Itemized 


Expenses fob 






Annual Profits 










Annual 






Labor 


Feed 
per Hen 
per Year 


Equipment 


Other 
Expenses 


Returns 


Total 


Per 

Hen 


$264, 


$1.80 


— 


$3,500 to 





$1,500 


$2.50 


board 






$4,000 








— 


$1.50 


— 


— 


— 


— 


— 


$50 


$1.75 to $1.80 

$1 








$600 


$300 


$3 


— 


$1.50 


— 


— 


— 


$39 


$1 


$20 


$1.25 to $1.50 


$5 


— 


$100 


— 


— 


$1 


— 


$0.50 


$1 to $1.50 


$60 


— 


— 


$10 to $15 


$1.25 to $1.50 


— 


$1 to $1.50 


$75 to $100 


— 


— 


— 


— 


— 


— 


— 


$200 


$2.50 


— 


$1.50 


$60 


— 


$4,000 


$562.50 


$1.50 


— 


— 


— 





$500 


— 


— 


$15 to $20 


$1 to $1.25 


— 


— 


$500 to $600 


$200 


$1 


— 


$1 


— 


— 


— 


$150 


$3 


— 


— 


— 


— 


— 


$300 


$1 


— 


$1 


— 


— 


$350 


$100 


$0.50 


$50 


$2 


$150 to $200 


$250 


$300 


$200 


$2 


$400 


$1.25 


— 


— 


$1,600 


$450 to 
$750 


$1 


— 


$1 


— 


— 


— 


$170 


$1 


— 


$2 


$950 


$15 to $20 


$50 


— 


— 


$2,100 


$1.75 to $1.80 


— 


— 


— 


$4,100 


$1 


— 


$1 


— 


— 


— . 


$87.50 


$3.50 


— 


— 








$500 


— 


— 


$1,000 


$1.50 


$1,200 


— 


$3,000 to 
$5,000 


$1,200 


$2 


$50 


— 


$25 


— 


— 


— 


— 


— 


$1 


$60 


$75 


— 


$75 to 
$100 


$2 


— 


$1.20 


$60 


— 


$700 


$600 


$6 


— 


— 


— 


— 


— 


Living 


— 


$800 to 


$1.25 


— 


— 


$15,000 


$3,000 to 


$3 


$1,000 










$9,000 




— 


$1.10 


$10 


— 


— 


$90 


$1.50 


— 


$1.50 to $2.25 


— 


— 


— 


$128 


$4 


— 


— 


— 


— 


$250 to $300 


$90 to 
$120 
$50 to 


$1.50 


— 


$1.75 


— 


— 





$2 












$125 






$1.50 


$10 to $100 


— 


— 


$50 to 

$75 


$1 


— 


$0.50 


$10 


$50 


— 


$200 


$4 


$10 


$0.70 


$9 


$10 to $15 


— 


$200 to 


$1 to 












$300 


$2 


— 


1 


$10 


— 


i 


Double 
money 


— 



52 VOCATIONS FOR THE TRAINED WOMAN 

For equipment, incubators, brooders, etc., the expense is rarely 
above $100 to $200 per year. Six poultry raisers estimated 
their general expenses from $15 to $20 per year, 3 about 
$75, and 2 from $125 to $200. One man, who had a plant 
of 2,000 to 3,000 hens, estimated his expense as about 
$4,000, which included extensive advertising of fancy breeds 
of poultry. 

Many men and women have worked naturally into this business, 

5 starting with a few hens which were given them, while 19 in- 
vested less than $100 in the business at first. Only 6 estimated 
their original capital at from $100 to $500, 2 at $500 to $1,000, 
and 2 as above, $1,000. In comparison with other forms of 
agriculture the income is not sufficient for an independent busi- 
ness unless large numbers of hens are kept. It was also some- 
what difficult to estimate returns and profits, because of the 
variation in the egg supply and the price received per dozen. Re- 
turns were reported to range from 86 cents to $10.67 per hen, 

6 out of 16 claiming receipts from $2 to $5, and 6, $6 to $7 per 
hen. Profits were estimated as from $1 to $1.50 per hen by 11 
of the 25 reporting, and as $2 to $2.50 by 6 who kept fancy 
breeds. One man reported a profit of $6 per hen. Table 5 is 
given, showing the relation of capital, expense, and returns to the 
size of the plant in those cases where complete estimates have 
been secured. 



Outlook in the Business. 

The outlook in poultry raising on a large commercial basis 
is excellent. The work demands intelligence and experience, 
as well as careful attention to details. A failure in any one of these 
essentials means, as one man put it, "many dead hens, but never 
any sick hens." Difficulties must be detected as soon as they arise 
in order to prevent serious disaster. By far the wisest plan for 
both men and women is to begin in a small way, and enlarge 
gradually when one has learned how to meet emergencies. It 
must be admitted that there are many failures in the business. 
The chief causes for these are (1) the lack of sufficient experience 
and constant attention and (2) the lack of a sufficient reserve 



OPPORTUNITIES IN AGRICULTURE 53 

fund. Many people have met with difficulties by enlarging the 
business too rapidly. They find the difference between condi- 
tions of the small plant and the large so great that they are unable 
to meet the demands of the large plant. Too many people be- 
come enthusiastic and use all of their available capital before the 
plant becomes well established, so that they are unable to endure 
any difficulties or losses. No one should attempt poultry raising 
without at least a reserve capital of from $500 to $1,000 after 
the necessary equipment is secured. It is undoubtedly true that 
in proportion the small plant brings much better returns than 
the larger plant. 

Opportunity for Women. 

It has seemed hardly necessary in this study to distinguish 
between the opportunity for men and women. Among the 
numbers interviewed, women were equally successful with men 
in the smaller plants. At present few women have been able to 
develop plants as large as have men, though they have been 
most successful in all branches of the work. Women usually 
possess the characteristics necessary and show an especial fond- 
ness for and interest in the work. The possibility of a small 
beginning, also, makes poultry, above all lines of industry, one 
which appeals to many women. For the woman who owns some 
land the best opportunity lies in developing a small poultry 
plant of from 200 to 300 hens. She may combine this with the 
growing of small fruits and vegetables for a local trade, or she may 
specialize in raising fancy breeds of poultry or broilers for the 
early trade. With any combination she may hope to succeed, 
provided she has a good market and is willing to allow the plant 
to develop naturally, while her own experience increases before 
attempting a large investment. 

Here again appears the desirability of discovering a method by 
which the girl may secure training and especially experience or 
knack, and again one is forced to conclude that the girl on the 
farm or in the country should secure training through the school 
in conjunction with the farm or the home. The same difficulties 
arise and seem to require the same treatment as has been dis- 



54 VOCATIONS FOR THE TRAINED WOMAN 

cussed under flower gardening and greenhouse production. To 
begin with, small investment or a small plant is necessary unless 
training and experience have preceded. Entrance to the business 
is therefore prohibitive for the woman who must depend on the 
income, unless she can combine the raising of poultry with 
other forms of country productivity, or unless she has had 
training and experience in girlhood. As an avocation or as 
supplementary to assured income, it is even more than flori- 
culture a desirable venture for the woman adapted to its needs 
and requirements. 



BEE KEEPING 

Introduction. 

As early as 1638 it is reported that bees were imported from 
England by the Massachusetts colony. 1 As the colonies in- 
creased in number and in size and as the westward movement 
of civilization began, bee culture spread throughout the entire 
country, and to-day it commands attention as an industry which 
adds materially to the income of many people and saves for use 
a substance which would otherwise be lost. Because bee keeping 
offers a line of work to many people rather than because it is a 
field with possibilities of extensive development by a few large 
establishments, and in order to discover its characteristics and 
the opportunities in it for women as a definite business enterprise 
this study has been made. 

According to the census of 1900, from the 5,739,657 farms 
reported, bees were kept on 707,261 farms, making the number 
of colonies 4,109,629, with an average of something over 5 col- 
onies to a farm. 2 The commercial value of these bees amounted 
to $10,186,573, and the honey and wax produced were valued at 
$6,664,904, with an average of about $9.42 per farm. Dr. E. F. 
Phillips, of the United States Department of Agriculture, gives 
the five states producing the greatest amount of honey in 1899, 

1 Gates, Burton N., Bee-Keeping in Massachusetts, Bulletin 75, United States 
Department of Agriculture, Bureau of Entomology. 

2 See United States Department of Agriculture, Bureau of Entomology, Bul- 
letin 75, Part VI., Status of Agriculture in United States, by E. F. Phillips, Ph.D. 



OPPORTUNITIES IN AGRICULTURE 55 

as follows: Texas, producing 4,780,204 pounds; California, 3,667,- 
738 pounds; New York, 3,422,497 pounds; Missouri, 3,018,929 
pounds; and Illinois, 2,961,080 pounds. In Massachusetts, to 
quote again from Dr. Gates, who has made a study of the in- 
dustry in this state, there are few extensive bee keepers, but at 
least 2,100 who derive some income from bees. The crop for 1906, 
as he estimates it from answers received from about one-half of 
these bee keepers, was 145,257 pounds of honey, or approximately 
73 tons. Dr. Gates further estimates the approximate number of 
colonies for which Massachusetts could supply abundant forage 
as 40,000 to 50,000, as compared with the 8,350 which he finds 
in the fall of 1906. Allowing an average of 35 pounds of honey 
for each colony, he concludes that the state could well produce 
1,400,000 pounds, or 700 tons, as contrasted with the present 
supply of 73 tons. 

These figures are valuable as showing the importance of the 
industry in the United States, and suggest that the honey product 
may be increased in this section of the country. A general 
statement of the outlook for bee keeping is difficult, since the 
production of honey depends largely upon climatic conditions 
attending the growth of nectar-producing flowers, as well as 
upon the character of the seasons. Furthermore, in every in- 
stance the bee keeper has to study the particular locality where 
he lives with a view to finding out the amount of forage near at 
hand and whether the neighborhood is already over-supplied 
with bees. It is claimed that bees will travel 5 to 7 miles for 
nectar, but many practical bee keepers feel sure that the bulk 
of the surplus honey produced comes from nectar secured within 
a radius of one mile. 



General Conditions of the Business. 

With the purpose of securing some definite knowledge which 
might be of help for women interested in the industry, 47 prac- 
tical bee keepers were interviewed regarding the size of their 
plants, the experience and training which they had received, 
and their purpose in keeping bees. In addition, questions of ex- 
penses, capital, and returns were asked in order that the out- 



56 VOCATIONS FOR THE TRAINED WOMAN 

look for the future of the business might be tested. It has 
been impossible in some instances to secure accurate answers 
to all questions, but the number failing to respond will always 
be seen by reference to the tables. 

Bee keeping is one phase of agriculture which does not demand 
a specified amount of land, provided the bee keeper live in a neigh- 
borhood where many nectar-producing flowers are grown. Also 
the profit is proportionately great for a small number of colonies, 
and training seems unessential in this phase of agriculture. Of the 
47 cases studied, 21 had no land or very little, while many had 
under 25 acres. The rest had land ranging from 50 to 500 acres, 
but for the most part used it for other purposes than bee keeping. 
As will be seen by reference to the tables, the majority had under 
25 colonies each, 16 having under 10 hives, and only 8 above 50 
colonies, 4 of whom had very large plants ranging from 150 to 
200 and from 500 to 900 colonies of bees. 

Number of Colonies Owned by Bee Keepers Interviewed. 

10 1 to 5 colonies 1 41 to 50 colonies 

6 6 to 10 colonies 2 51 to 75 colonies 

7 11 to 15 colonies 2 76 to 85 colonies 

4 16 to 20 colonies 3 170 to 190 colonies 

6 21 to 25 colonies 1 500 to 900 colonies 

2 26 to 30 colonies 1 Not reporting 

2 31 to 40 colonies 

Most of those keeping bees had little or no training for the 
work, 2 had taken short courses at the agricultural schools, 2 
had studied with expert apiarists, and 14 had gained their train- 
ing by reading and experimenting with bees. 

Many men and women interested in bee keeping began more 
for the pleasure of the work and its fascination than for actual 
profit, though often they hoped to combine the two. Four men 
began to keep bees for the sake of the effect of the bees upon the 
growing of fruit, which was their dominant interest. Three men 
took up the work for the purpose of scientific research. Closely 
related to the purpose in keeping bees is the character of the 
product. There are three possibilities for the bee-keeper. He may 
keep bees for the honey product alone, which is done in 33 out 



OPPORTUNITIES IN AGRICULTURE 57 

of 45 cases reporting. If, however, he aims to secure the greatest 
profit from his bees, he may by proper care and guidance reduce 
the secretion of honey to a minimum, while the bees spend their 
energies in building up new colonies. Five apiarists interviewed 
specialized on bees, while 6 raised both honey and bees. He 
may, if he thoroughly understands bees, raise queens for sale 
at high prices, as was done by one man interviewed. The last 
two methods offer a better financial return than do the others, 
provided a market is available. The honey market is most easily 
developed, but a definite trade has to be worked out. Market 
gardeners use many colonies of bees in their greenhouses, where 
they are specially needed in order to fertilize such plants as cu- 
cumbers; but the bees live only a short time, owing to the 
moisture and heat, so that large numbers are needed on exten- 
sive plants. 

The majority of the 47 men interviewed have kept bees under 
20 years; 27, 10 years and under; 35, 20 years and under; 11, 5 
years and under; and only 7 gave their experience as of many years' 
duration. The work is not heavy, and most men require assistance 
only at special times during the summer, when the bees need con- 
stant attention to prevent swarming. Twenty -five of the men who 
keep bees said they employ no helpers, and 17 said they employ 
help only as needed. This eliminates one of the very heavy items 
of expense in most agricultural pursuits, and removes the difficult 
labor problem which confronts the farmer in other lines. 

Expenses in bee keeping are small, as seen from a study of Table 
6 on page 59. 

Seventeen of the 30 bee keepers reporting expenses estimated 
the total cost of maintaining 1 hive as between 50 cents and $1.50. 
The expenses of 7 ranged from $6.25 to $25, but these men 
probably included unusual expenses for food or equipment. Many 
bee keepers who make most of their own hives and frames reduce 
expenses to a minimum; thus two apiarists reported 25 cents per 
hive, 13 by their failure to give an estimate implied that the 
expense was negligible, and 4 stated the expense to be very small. 

Not only in the matter of general expenses is bee keeping a 
unique industry, but in the amount of capital necessary to start 
a plant. Ordinarily, the inexperienced bee keeper begins with 



58 VOCATIONS FOR THE TRAINED WOMAN 

2 or 3 colonies of bees, and oftentimes only 1 colony, and enlarges 
his plant as necessary. For this reason it is significant to notice 
the capital at the start and the increase in the amount invested 
at the time of the interviews. Of those men giving figures, 19 
invested at first $10 and under, and 32, $25 and under, while only 
2 had invested over $100. When interviewed, only 6 had $50 and 
under in the plant, 9 had from $50 to $100, and 13 also from $100 
to $300. Five had over $1,000, 1 man having $10,000. From 
this it will be seen that in most cases the returns have been very 
good in proportion to the capital invested. Thirty-eight bee 
keepers reported gross returns. In 9 cases these returns ranged 
from 40 per cent, to 75 per cent, of the present capital invested. 
The proportion of returns to capital in 13 cases ranged from 
80 to 150 per cent., and in 5 cases from 150 per cent, to 200 per 
cent. The profits were reported by 14 bee keepers to be from 
75 to 100 per cent, of the gross returns, and by 7 to be 25 to 75 
per cent, of the returns. 

Outlook in the Business. 

While many men admit a good profit, 23 said the outlook as a 
business proposition was poor in this locality. The reasons 
given are mainly the lack of sufficient forage. First, the seasons 
vary so with excesses of moisture and dryness that the nectar 
is most variable. Second, at present the market for honey seems 
to be undeveloped, and in the best years there is difficulty in 
disposing of the honey surplus. Third, bee keeping requires a 
peculiar adaptability and acuteness which makes it impossible 
for all people to succeed. Many men start into the business, but 
comparatively few continue after 10 years. They are not able 
to control the conditions of the bees, to keep them in good health, 
and to avoid disasters from which bees are likely to suffer unless 
closely watched. Thus, while some may seem to succeed, many 
become discouraged and give up the business. 

As an avocation, however, 17 men spoke very strongly in favor 
of the industry. It is a line of work which demands little capital. 
The bees soon pay for themselves and usually for the equipment 
necessary each year. There is very little expense involved and 



OPPORTUNITIES IN AGRICULTURE 



59 



rABLE 6, SHOWING THE INVESTMENTS, EXPENSES. RETURNS. PROFITS, AND OTHER 
DATA REPORTED BY 47 BEE KEEPERS INTERVIEWED. 



Data are given i 



i suggestive only. Discrepancies often appear in totals due to variation in returns dependent on 
seasons and to incompleteness of accounts.) 



Case 


Number 
of Acres 
at Present 


Number 

of 
Colonies 


Number 
of Years 


Initial 


Present 


Annual 
Expenses 


Annual 


Annual 


lumber 


in 
Business 


Capital 


Capital 


Exclusive 
of Interest 


Returns 


Profits i 


1 


None 


1 


1 


$15 to $16 





Little 


None 





2 


Little 


2 


1 


$13 to $14 


$21 


— 


$25 


$25 


3 


— 


50 


15 to 20 


— 


— 


Little 


— 


— 


4 


— 


9 


7 to 8 


$25 to $30 


— 


$4 to $5 


Meets 
expenses 


Honey 
for use 


5 


Less 
than 1 


Many 


— 


— 






$1,000 


— 


6 


2 


15 to 16 


15 to 20 


$15 to $20 


$125 to $150 


— 


$125 


— 


7 


Little 


5 to 6 


5 


$250 


— 


$5 to $6 


$300 to $400 


$300 


8 


25 


22 


3 to 4 


$10 


$150 


Little 


— 


$70 


9 


— 


85 


11 


$60 


$1,000 


— 


$700 to 
$1,000 


$280 to $400 


10 


— 


75 


41 


$20 


$1,500 


$100 


$500 to $700 


$375 to $525 


11 


— 


25 


41 


$5 


$300 


$30 


$125 


$65 to $70 


12 


— 


4 to 5 


8 


$27 to $28 


— 


$2 to $3 


$25 


— 


13 


Little 


SO 


5 


$125 to 
$150 


— 


Little 


$60 to $80 


— 


14 


None 


76 


30 


$10 


$500 


$300 


$896 


— 


15 


190 


40 to 60 


15 


$100 


$300 to $350 


$250 


$500 to $600 


75 to 95 
per cent. 


16 


— 


8 


2 


$50 


— 


— 


$20 


— 


17 


100 


2 


2 


$25 


— 


— 


$30 to $40 


— 


18 


300 


35 


6 


$14 


$500 to $600 


$50 


$875 


80 per cent. 


19 


m 


190 


40 


Little 


$1,500 


$250 


$1,200 


$1,000 


20 


4 


25 


5 to 6 


$10 


$150 


$20 


$140 


— 


21 


A 


10 


20 


— 


$75 


— 


$100 


None 


22 


l 


170 


26 


$1 


$300 


$150 


$400 to $500 


$300 


23 


A 


190 


28 


Little 


$1,500 


$185 


$1,500 


$1,000 


24 


Little 


13 


8 


$15 


$150 


$15 


$75 


$60 


25 


200 


24 


10 


$20 


$250 


— 


$100 


90 per cent. 


26 


75 


10 to 20 


10 


$10 


$50 


$8 to $10 


$200 


Good 


27 


3 


10 to 20 


6 


$10 


$175 


$100 


$350 


All 


28 


8 to 10 


20 


30 


Little 


$100 


$5 


$200 


— 


29 


40 


14 


10 


$8 


$100 


$45 


$140 


— 


30 


80 


16 


7 


$9.50 


$100 


$10 to $15 


Gives away 


All 


31 


A 


14 


7 


$6.50 


$80 


$10 to $15 


$140 


80 per cent. 


32 


*A 


13 


12 


$7 


$150 


— 


$60 


— 


33 


3 


20 


8 


$30 


$300 


— 


$140 to $400 


$105 to $300 


34 


60 


20 


35 


$20 


$200 


— 


$140 


— 


35 


150 


25 to 40 


15 


Little 


$200 to $300 


— 


$150 


Nearly all 


36 


— 


6 


5 to 6 


$7 


$40 to $50 


Varies 


Uncertain 


— 


37 


65 


4 


4 


$8.50 


$90 


$15 


$25 


$4 per 
colony 


38 


VA 


5 


7 


$15 


$60 


$10 


$65 


$50 


39 


150 


28 


20 


$10 


$350 


— 


$450 


$300 


40 


Little 


12 


3 


$18 


$60 


— 


$120 


$102 


41 


2 


11 


8 


$9 


$50 to $70 


$16 


$25 to $50 


$10 to $15 


42 


20 


4 


8 


$10 


$50 


$25 


— 


— 


43 


25 


24 


Many 


$5 


$100 


— 


— 


One-half of 
returns 


44 


— 


500 to 
900 


Many 


— 


$10,000 


$500 


— 


Loss or gain 
to $3,000 


45 


400 to 500 


63 


10 


$10 to $15 


$600 to $700 


— 


$475 to $950 


$375 to $750 


46 


6H 


2 


30 


$5 


$50 


— 


$20 


$20 


47 


2 


3 


8 


$7 to $8 


$18 


$2 to $3 


$22 to $30 


$15 to $25 



l The sum or per cent, on investment reported often fails to include the amount of honey used for home 
onsumption. 



60 VOCATIONS FOR THE TRAINED WOMAN 

almost no real labor, save that care has to be taken at the swarm- 
ing season. The returns are almost entirely profit. Besides the 
financial gain, bees are invaluable upon the fruit farm. Experi- 
ments have been tried of covering branches or parts of trees in 
order to keep the bees away and to discover their value in 
fertilizing the blooms. In every case it has been discovered 
that the fruit yield is very much decreased on those branches 
from which the bees have been excluded. The same thing is 
true for the farmer whose interest lies in raising small fruits, 
like strawberries, blackberries, and currants. Bees thus become 
a necessary adjunct to the equipment of the farm. For those 
who are interested in the study of nature and its works, bees are 
a never-ending source of delight. Many bee keepers have ar- 
ranged observation hives where they study the daily life of the 
bees, and try to discover the principles which govern the im- 
portant events of their lives. 



Opportunity for Women. 

As a vocation, there is little field for women, as for men, to carry 
on bee keeping on a scale sufficiently large to make it a profitable 
business. But as an avocation, or in connection with other forms 
of rural production, success depends upon qualities which make 
a woman pre-eminently fitted to succeed. Acuteness of ob- 
servation and attention to details are often united in women with 
love of animals and fondness for the occupation. In those cases, 
bee keeping offers an opportunity for light work and good returns. 
This is particularly true in small apiaries of from 5 to 15 colonies, 
which give profits of about 100 per cent. Above this number, 
capital is necessarily tied up in unused supplies which reduce 
the profits very considerably. Small apiaries also may be more 
easily managed in one locality, and the problem of sufficient 
forage becomes less serious. Women may very wisely combine 
with this the growing of small fruits and some orcharding, or 
they may carry on a poultry plant with perhaps 10 colonies of 
bees. Other combinations, such as poultry, bees, and fruit, or 
bees, fruit, and vegetables, are quite possible, and offer opportu- 
nities of success for the woman interested in life on the farm. 



OPPORTUNITIES IN AGRICULTURE 61 



DAIRY FARMING 

General Conditions of the Business. 

The question of securing pure milk has come into such prom- 
inence recently that it is essential to see what opportunity dairy 
farming offers to men and women as a business undertaking 
under present conditions of milk standards and prices. In this 
study 27 dairymen have been interviewed relative to the amount 
of capital invested, the general expenses of the dairy, the returns, 
and the profits of the business. The answers given are in no sense 
complete, but serve to point out the general conditions under 
which the dairy farmer labors. 

Of the dairymen interviewed it is perhaps significant that a 
much larger number were born and brought up on the farm than 
in any other line of agriculture studied. Twenty-four of the 27 
referred to were born and brought up on the farm, and only 3 
stated that they had taken up the work in later years. Three men 
had been definitely engaged in this business under 10 years, 10 
from 10 to 20 years, 8 from 20 to 30 years, and 3 from 30 to 50 
years. Few of these men had any technical training. Two had at- 
tended agricultural colleges, 1 a normal school, and 1 a scientific 
school, but the majority had followed more or less closely the 
methods of their fathers in managing the dairy. Twenty -four sold 
their milk directly to the city contractor, delivering it at the near- 
est station. Five had a local trade in neighboring suburbs, where 
they delivered milk from their own teams. 

Statistical data concerning the cost and the profits in dairying 
are so far from complete that it is difficult to find any unit on which 
conclusions may be based. As the profits are not given in most 
cases, the figures in Table 7 are here presented to show the range 
of expenditure and income, and with the hope that they may be a 
slight contribution to this extremely vexed but most vital ques- 
tion. The general conclusion must be that a small capital will not 
yield adequate returns. Either dairying must become altogether 
commercialized, or the price of milk must be increased to meet the 
new requirements, or the business must be considered a supple- 
ment to other types of agriculture. 



62 VOCATIONS FOR THE TRAINED WOMAN 

There seems to be a great difference in the size of dairy farms, 
varying from 25 to 2,000 acres, though, of the cases studied, 7, the 
largest number, had from 70 to 110 acres, while 6 had 130 to 200 
acres, 5 had 200 to 400 acres, and only 2 had from 25 to 40 acres. 
Nine men of those reporting kept dairies of 7 to 15 cows, and 12 
of 20 to 50 cows, while only 3 had several hundred cattle. On 
most of these farms other animals were kept besides cattle, and, 
in considering the general expense of feed, these were included in 
the estimates given. 

The amount of help required on a dairy farm varies with the 
number of cattle. Five men had no assistance outside that of 
the members of the family, 9 hired 1 man by the year, and 4 
hired a man as needed. Six others employed from 3 or 4 men 
to 40 or 50 on the large farms. The wage paid was $20 a month 
in 7 cases, $30 in 8 cases, and $40 a month in 5 cases. The men 
engaged are mostly Americans, though foreigners of all nationalities 
have been employed. In most foreign countries it is the women 
who have charge of the dairies, so that it has been found difficult 
to secure competent foreign men for this work. The loss from 
poor milking and care of the cattle has been so great in some cases 
that no foreigners are hired. On another farm the experiment is 
being tried of using Italian women to do the work, as in their own 
country. How far this may prove to be a solution of the problem 
cannot be stated at present, as the experiment is only started, 
but it seems to offer a possibility of relief for the dairy farmer. 

Eleven of the 15 dairymen reporting the number of laborers 
and number of head of stock employed 1 laborer for 8 to 20 
head of stock, and 4 employed 1 for 30 to 40 head. The cost of 
labor per head of stock was between $4 and $8 for 7 of the 23 
giving this information, and between $9 and $14 for 6 dairymen. 
Five had a labor cost of $15 to $25 per head, and 5 from $30 to 
$60. In this industry general expenses are high in proportion 
to the expense for labor, 4 dairymen reporting them as from $10 
to $25 per head of stock, 6 as from $25 to $50, and 8 as from 
$50 to $150 per head. 

As has already been suggested, the expenses of maintaining 
a dairy are heavy. These are shown in detail, so far as obtained, 
in Table 7. The chief items of expense are those of labor, 



OPPORTUNITIES IN AGRICULTURE 63 

feed for the cattle, and the expense of keeping up the herd. The 
cost of labor in medium-sized dairies is under $500, though in 
the large dairies it amounts to as high as $25,000. The general 
feed for the cattle is raised on most farms. Three men stated they 
raised all ensilage, 4 raised all feed except the grain, 3 raised oats, 
8 raised corn and fodder, and 8 raised mainly hay. But the heavy 
expense comes in buying grain. This amounts in 16 cases to less 
than $800, and in others given it is reckoned at several thousand 
dollars. Because of the necessity for careful inspection of the 
cattle, the matter of keeping up the herd becomes important. 
Many farmers raise the cattle on their farms, but in every case, 
though difficult to estimate, the expense is considered large. 

Many of the dairymen who were interviewed have inherited 
the home farms, so were unable to state the amount of capital 
invested when they first started. Eleven, however, gave the esti- 
mate as between $1,500 and $5,000, and 2 over $10,000. Every 
one of these men admitted that his farm had increased much 
in value since it had been in his possession, and of those who 
gave figures, 3 valued their farms at $2,500 to $5,000, 11 at 
$5,000 to $8,000, 1 at $8,000, and 2 at sums ranging from $16,000 
to $70,000. 

As has already been stated, most men sold their milk directly 
to large city contractors. The milk is usually delivered at the 
local station in cans holding 8 or 9 quarts of milk. The prices 
paid for this milk vary from 30 to 40 cents per can, with an oc- 
casional drop in summer to 28 cents. The average number of 
cans which these farmers supply each week is interesting, and is 
given below. 

Number Cans Sold per Week by Farmers Visited. 

9 cans 2 

10 to 15 cans 2 

25 to 45 cans 4 

56 to 84 cans 6 

100 to 125 cans 5 

175 to 200 cans 2 

300 to 350 cans 2 

800 cans 1 

Not reporting 3 



64 



VOCATIONS FOR THE TRAINED WOMAN 



Returns ranged from 15 per cent, to 132 per cent, of the capital 
invested at the time of the interview, but 4 reported them as be- 
tween 15 per cent, and 20 per cent., and 4 as between 30 per cent, 
and 45 per cent. Of these returns a relatively small percentage was 
reported as profits. Three gave their profits as from 8 per cent. 



TABLE 7, SHOWING THE INVESTMENTS, EXPENSES, PROFITS. 
(Data are given as suggestive only. Discrepancies often appear in totals due 



Case 
Number 


Number 
of Acres 
in Farm 


Number 
of Cattle 


Number 
of Years 

in 
Business 


Number 

of 
Laborers 


Initial 
Capital 


Present 
Capital 


Total 

Annual 

Expenses 


1 


25 


550 


20 


50 to 90 


Little 


$90,000 


$60,000 


2 


100 


422 


19 


40 


$63,000 


— 


$35,000 


3 


110 


30 


20 


— 


Home 
stock 


$6,000 to 
$7,000 


$1,300 


4 


70 


27 


10 


— 


$2,100 


$4,500 


$1,000 


5 


242 


40 


18 


— 


$200 


$15,000 


— 


6 


171 


20 


26 


— 


$4,000 


$7,000 


$2,000 


7 


400 


58 


20 


3 


$4,000 1 


$10,000 


$3,000 


8 


800 


100 


12 


2 to 4 


$8,000 


$24,000 


$2,000 


9 


48 


32 


10 


1 


$4,500 


$5,000 


$1,400 


10 


137 


50 


26 


2 to 3 


Home farm 


$11,000 


— 


11 


60 


12 


3 


— 


$500 


$6,000 


$600 


12 


2,100 


240 


16 


16 


$5,000 


$60,000 to 
$70,000 


$12,000 


13 


175 


50 


4 


1 to 10 


$15,000 


Small 
increase 


$8,000 


14 


40 


7 


30 


— 


$1,500 


$3,000 


$500 


15 


200 


18 


60 


— 


Inherited 


$5,000 


— 


16 


294 


32 


— 


1 


$6,000 


$8,000 


— 


17 


300 


40 


15 


1 


$300 


$10,000 


$4,400 


18 


192 


34 


13 


— 


— 


$9,000 


$1,800 


19 


45 


5 


35 


— 


$5,000 


$6,000 


— 


20 


100 


20 


20 


1 


$4,000 


$6,000 


$1,500 


21 


80 


11 


50 


1 


Home farm 


$11,000 


$2,000 


22 


150 


15 


5 


1 


Home farm 


$5,000 


— 


23 


90 


12 


15 


1 


$5,000 


$7,800 


$1,000 


24 


75 


15 


25 


— 


— 


$7,000 


— 


25 


200 


21 


40 


— 


$4,000 


$9,000 


$1,000 


26 


45 


10 


20 


— 


$5,000 


$6,000 


$500 


27 


180 


10 


16 


1 


$150 


$3,500 


$300 



» Took father's farm with mortgage of $4,000. 



OPPORTUNITIES IN AGRICULTURE 



65 



to 16 per cent., and 4 as from 30 per cent, to 40 per cent, of their 
returns. Few dairymen were able to estimate the definite returns 
and profits as seen in Table 7. From the opinion expressed 
it seems quite probable that the profits were very small, and 
in some cases it was stated that the cattle just paid for them- 



AND OTHER DATA REPORTED BY 27 DAIRYMEN. 

to variation in returns dependent on seasons and to incompleteness of accounts.) 



Itemized Expenses 
















Annual 
Returns 


Annual 
Profits 2 


Labor 


Grain 


Other 
Feed 


Keeping up 
the Herd 


Other 
Expenses 


$27,000 to 


$20,000 


$6,000 to 


Heavy 


$1,000 


$118,625 





$28,000 




$7,000 










$25,000 


— 


— 


$7,000 to 
$10,000 


$1,000 


— 


8 per cent. 


$400 


$600 to 
$800 


— 


$150 


— 


$1,300 


None 


— 


$800 


— 


$150 


— 


$2,000 


$1,000 


$100 to $200 


— 


— 


$150 to $200 


$300 to $400 


$2,500 


$1,000 


$150 


$600 


— 


— 


$800 


$3,000 


$1,000 


$1,350 


$1,600 


— 


— 


— 


$3,000 


$500 
and living 


$1,000 


$600 


— 


— 


— 


$3,500 


8 per cent. 


$300 


$500 to 
$600 


— 


$30 


— 


$1,500 


Manure 


— 


$150 


— 


— 


$500 to $600 


— 


$1,000 


— 


$500 


$100 


— 


— 


$1,000 


— 


$5,000 to 


$6,000 to 


— 


— 


— 


— 


$15 


$7,000 


$7,000 










per acre 8 


$1,400 to 


$1,500 to 


— 


$3,000 to 


— 


— 


— 


$1,800 


$2,000 




$4,000 








$35 


$225 


$150 


— 


$50 


— 


— 


$300 


— 


— 


$150 











$400 


$1,000 


— 


$3,000 


— 


— 


— 


$150 


$600 


$100 


— 


$600 to $700 


— 


— 


$200 


$150 


$50 


— 


— 


— 


— 


$200 to $300 


$400 


$100 


$500 


$250 


— 


$700 


$525 


$350 


$1,000 


$25 


$125 


— 


Good wages 


$275 


$75 


— 


— 


$100 


$1,528.80 


$500 


$300 
$100 
$500 


$600 


— 


$500 


— 


— 


— 


$200 


— 





$300 








$50 


$300 


$25 


$50 


$75 


— 


— 


$80 


$150 


$50 


$50 


$25 




$50 
per cow 



2 Profits reported often fail to include living. 

8 This sum probably includes other income from farm. 



66 VOCATIONS FOR THE TRAINED WOMAN 

selves, and that the only profit to the farmer was in the 
fertilizer. 



Outlook in the Business. 

From the study of definite dairy farms it is evident that the 
outlook in dairy farming is not bright. The farmer faces the 
labor problem in its most serious aspect. He is unable to secure 
competent and reliable help, but is obliged to pay high wages 
for whatever help he can secure. He suffers from the poor work 
of his men in managing the farms, in careless and ignorant treat- 
ment of the cattle. In the past few years, expenses for all farm 
supplies have increased so that the farmer must pay almost double 
for grain for his cattle. The supply and quality of milk, too, 
depends as closely upon the feed of the cattle as upon the treat- 
ment which they receive, which makes it important that the feed 
be of the right kind. The high standards of milk which are 
demanded at the present time make necessary a further increase 
in the cost of production for the farmer. Besides the loss which he 
suffers when his milk is below standard, he is obliged frequently 
to lose cattle from his herd. 

Although almost all dairy farmers are ready to admit that the 
outlook in this business is far from encouraging, yet they continue 
in the business, just making a living from the farm, but never 
making enough profit to give them a fresh start. This attitude 
is doubtless due to two reasons. First, as has been stated, most 
of these men were born and brought up on the farm, and are 
general farmers, recognizing that cattle are essential to the fer- 
tility of the farm. Second, many of these men do not dare to 
attempt a new line of work, though they recognize that dairying 
is not profitable. 

Opportunity for Women. 

For a woman who is considering dairy farming as a business 
there are the same difficulties as for men. The outlook under 
present conditions is not hopeful unless she be a woman of means 
who is interested in the solution of the milk problem. Some 



OPPORTUNITIES IN AGRICULTURE 67 

women have been able to make a success of dairying by securing 
a high grade of milk, which they sell to a select retail trade at 
high prices. The greatest possibility of success in dairy farming 
at present is a small dairy combined with other lines of agricult- 
ure, preferably poultry or small fruits. 



CONCLUSION 

Any general statements as to the outlook for agriculture in 
the State of Massachusetts are of dubious value, because of the 
present changes in farming to meet the evolution in industrial 
and social conditions in New England. The increase in special- 
ized farming and in intensified farming has brought with it various 
new conditions in each form of agriculture. The conclusions 
set forth in each section throughout this discussion must therefore 
be carefully noted. But the relation of woman to agriculture as 
an occupation should perhaps be summarized, although it is 
necessary in every instance to remember that the general eco- 
nomic conditions must affect her business equally with that of 
men, and her opportunity will reach its limits in either extreme, 
according to the soil, the seasons, the supply of the market, and 
her native ability. 

Three questions arise: What has this discussion shown of the 
desirability of the various phases of agriculture for women? 
What is the outlook from the point of view of investment? What 
is the need and opportunity for training? The number of women 
actually employed in agriculture, the satisfaction and happiness 
of women engaged in one or another of the country industries, the 
general trend of interest away from urban to rural life, the in- 
creasing problem of investment and care of property for women, 
as well as of occupation, — all of these, together with the quasi- 
domestic character of rural life, seem to indicate that women 
are eager for, as well as fitted by temperament and ability for, 
just such an outlet for their activity. 

The object of the investment must decide the type of invest- 
ment. The woman with property to develop and the woman 
with money to invest form two groups for consideration. The 



68 VOCATIONS FOR THE TRAINED WOMAN 

former may find far greater returns from development of that 
property than from its sale or rental. With enthusiasm and 
natural ability she may work out a profitable investment by be- 
ginning in a small way in one or another of the lines which have 
been presented in the preceding discussion, — in orcharding, from 
which returns are slow, in floriculture, in nursery culture, in 
poultry raising, and perhaps in market gardening or in dairying. 

The woman with available capital and an intense love for 
rural occupations may similarly invest. To her larger choice 
will be possible, and if she is confident of her business ability, 
she may invest enough to carry on a large business, depending 
on employment of experts to supply her lack of knowledge and 
experience. The crucial need in either case is thorough under- 
standing of the occupation. It is the lack of opportunity for 
agricultural education which enforces the conclusion that for a 
sole source of support, even for a woman with property or capital, 
the industry is one for careful and cautious approach. On the 
other hand, there seems sufficient proof that for partial support 
or for an avocation the outlook is distinctly encouraging. Always, 
however, it must be remembered that, more than in ordinary 
occupations, fitness, taste, love of the enterprise, must be pres- 
ent, for the possibility of loss due to ignorance or neglect is 
tremendous. 

The grave problem, then, for the woman with property or 
financial resources is how to secure training and experience. The 
agricultural colleges and schools are now supplying the former. 
The latter is as unattainable as ever. Women cannot become 
laborers or apprentices in farm work. The only apprenticeship 
so far suggested is that to one's self, — a small beginning and 
growth with experience. 

There is, however, one hope for the future, — the education of 
the girl on the farm or in rural regions through the school in co- 
operation with the home, where she may obtain her training in 
the school and her experience in the home. The young girl who 
has been taught the principles of horticulture and floriculture, 
poultry, and bee raising in the school, might be able to apply this 
knowledge on the home place, beginning by setting out a few young 
trees or by reclaiming old trees, by making a small outside bed 



OPPORTUNITIES IN AGRICULTURE 69 

or a small hotbed, by raising a few hens, or by keeping a colony 
of bees, keeping account of the expense, the income, and the profit 
or loss. She might thus gain experience as well as instruction. 
Such seems to be an outlook for the girl, if she continue on the 
farm or if she return to the farm in later years. It seems con- 
clusive that the girl cannot become a wage-earner in agricultural 
pursuits; that, to succeed at all, she must begin with at least a 
small property or capital for investment. Given this condition, 
the woman who has natural taste for country life and activity 
may find opportunity for satisfying self-expression. 



CHAPTER II 

OPPORTUNITIES FOR WOMEN IN SOCIAL 
SERVICE 

(Based on a Survey op Social Work in New England Cities 

and Towns) 

COMMITTEE ON ECONOMIC EFFICIENCY OF 
COLLEGE WOMEN 

Boston Branch, Association of Collegiate Alumnae, 1911-1913 



Miss Susan M. Kingsbury, 


Chairman 


Miss Sarah McLaughlin 


Miss Helen Bigelow 




Miss Ruth Mulligan 


Miss Mart Coes 1 




Miss Marion Nichols 


Miss Susan Crampton 




Miss Margaret Rankin 


Miss Emilt A. Daniell 




Miss Ethel M. Remele 


Miss Helen Emerson 




Miss Anna Russell 


Miss Miriam Gage 




Miss Elizabeth Schneider 


Miss Caroline Ham 




Miss Marjorie Smith 


Miss Helen Hornbloweb 




Mrs. Kenneth Usher 


Miss Florence Jackson 




Miss Margaret Vickery 


Miss Grace P. Locke 




Miss Evelyn Walker 


Miss Caroline Wright 



Report prepared by Abigail Steere. 



Deceased. 



OPPORTUNITIES FOR WOMEN IN 
SOCIAL SERVICE 



FOREWORD 



VIDA D. SCUDDER 

Professor of English Literature, Wellesley College 

The candidate for social work should bear three things in 
mind: 

First, her future profession differs from others in that it is 
provisional in character, springing not from the permanent neces- 
sities of civilization, but from special conditions which she must 
ardently lament and may seriously hope to see altered. It is not 
inherent in human relations that people should be set to investi- 
gating one another, nor that large sections of the population should 
be so destitute as to require official friendliness. Many forms of 
ministration considered in the following report are created by social 
maladjustment and inconceivable in a wholesome society. In 
proportion as our social diseases are healed, our need for social 
service will be over. The professionalizing of such service is one 
of the ironic paradoxes of these curious times. It is a tragic 
commentary on the age. The imaginative social worker will then 
employ her trained capacity and her unique opportunities not 
only to treat symptoms, but to discover causes. She will perform 
her task with all the zeal and power that are in her, filled all the 
time with sadness that such a task should be needed, and with 
hope for the day when the great fellowship to which she belongs, 
the Servants of the People, shall have labored to such effect that 
they have rendered themselves unnecessary. Such hope, such 
sadness, alone, can preserve her from that complacent professional 



74 VOCATIONS FOR THE TRAINED WOMAN 

attitude toward those she serves which is an invading danger of 
philanthropy and destroys all finer usefulness. 

Second, the candidate must examine herself as to motive. If 
from necessity or instinct her motive is economic, it is doubtful 
whether she should choose social work as an occupation. For 
one thing, salaries, as the report shows, are often meagre; and it 
is not wholly nigardliness that keeps them down, it is rather the 
sense that nobody is wanted in this kind of work who desires profit 
from it. The public expects the social worker to enter on her 
task in the spirit of the missionary. Now the laborer is worthy 
of his hire, and the Lord told His disciples to accept a living from 
the communities to which they ministered. But we cannot imag- 
ine them demanding more than a living. 

This is true to a degree of all forms of human labor. As Ruskin 
succinctly puts it, "Work first, you are God's servants: fee first, 
you are the fiend's." The joy in vocation should always be the 
chief impelling force. But we all know in how many cases, when 
there are others dependent or provision must be made for old age, 
salary must be emphasized, however reluctantly. And in many 
instances, as in business positions or the lower ranges of art, 
letters, or teaching, fine feeling is not shocked by such emphasis. 
But the situation differs in social work. Here, where the worker 
has to minister directly or indirectly to acute misery and distress, 
mere spiritual good taste will make her shrink from receiving 
higher pay than she needs to maintain efficiency. Imagine the 
followers of Vincent de Paul enthusiastically offering to nurse the 
sick — for a generous stipend! The modern world needs more 
than ever the spirit of Saint Vincent. This spirit must be trained 
nowadays, but that is no reason why it should be commer- 
cialized. 

It is noteworthy that the best-paid positions, administrative 
or investigative, call for least human contact. This is as it should 
be, for they require a higher degree of those marketable qualities of 
brain for which the community is ever ready to pay. But the 
humbler offices, which involve just loving people wisely, are, after 
all, nearer the chosen activities of the saviors of the race. Christ 
did not investigate, He healed. We grumble because the more 
personal and intimate ranges of social work are paid so little, but 



OPPORTUNITIES IN SOCIAL SERVICE 75 

the truth is they never will be paid in earthly coin; and, if one 
chooses such pursuits, one must expect this and not be restless. 
"My brother," says Carlyle, "the true man has to give his life 
away." Nor does a "low-paid worker" necessarily render "a 
low quality of service." The higher the type of work, the slighter 
the relation of pay to it. In art the best is underpaid or not paid 
at all. The popular novelist rolls up royalties: Matthew Arnold 
and Browning received scantiest reward. Just in so far as social 
service is an art and not a trade will the rewards fail to measure 
either the quality or the dignity of the work accomplished. 

Nevertheless, — and here is the third point, — the worker ought 
to receive and demand enough to insure full efficiency. It is 
all very well for social servants to sacrifice themselves, — as they 
frequently do, — but it is viciously wrong and extravagant for 
the community to allow them to do so; and for the sake of the 
community conscience they should agree as a body to keep the 
valuation of their services at a fair efficiency point. Such a point 
is perfectly possible to ascertain with fair accuracy, and, when we 
have done this, we shall see farther into this perplexing subject 
than we now do. 

On the whole, the tendency of wages in this field would seem 
to be upward, and this is a good tendency simply because in the 
past they have often not been large enough to keep the worker 
efficient. Volunteers inaugurated social service, and their day is 
far from over. More people are needed than ever before who, 
having "received their wages in advance," can serve for pure 
love. But they now need to be supplemented by paid experts, 
released from other ties and uncertainties by binding business 
contracts; and such experts will naturally furnish much of the 
direction. The public should pay these experts well enough 
to insure the fullest possible development for them on their own 
lines. 

To lament the professionalizing of social service is unprofitable. 
Let us rather study the opportunity it presents. We may see in 
it at will either the commercializing of a sacred impulse or the 
extension of that impulse to the corporate life till it governs those 
who can send others, as well as those who cannot go unless they 
be sent. But, if we are to take it in this high way, we must all keep 



76 VOCATIONS FOR THE TRAINED WOMAN 

free of taint. Those who give the salaries must do so generously. 
Those who administer must cultivate imagination. From those 
who do the personal work all instinct of advantage must be purged. 
And all together, in united devotion to the dawning vision of 
justice, must look forward to the day when their labors shall have 
blotted this strange profession out of existence, and when no 
human being need longer be paid for the exercise of enlightened 
love. 

The social worker will, we hope, some day be no longer an official 
type. Meantime she carries in her heart the ideal of a new 
age. Let her adopt her calling, then, in the spirit not of one choos- 
ing a trade, but of one entering a religious order. 






OPPORTUNITIES FOR WOMEN IN SOCIAL SERVICE 

(Based on a Survey of Social Work in New England Cities 
and Towns) 

1911-1913 

Introduction. 

"We have seen in the last ten years," says Miss Mary Rich- 
mond, "a wonderful development of specialists in the field of 
social service, all greatly enriching and diversifying treatment 
and increasing the possibilities of cure." This most remarkable 
growth in the field of social service from casual volunteer work 
to the present carefully specialized profession has necessitated 
a wide range in the demands made upon the social worker, has 
imposed great responsibility, and has resulted in equally large 
opportunities. 

This new profession is one of singular interest to woman, for 
the conservation of human life has always fallen to her lot. She 
has always been the neighbor nurse and social worker ; and now 
what should be more fitting than that she should become "the 
trained and specialized good neighbor," as expressed by an emi- 
nent social worker? As might be expected, the field at first was 
filled with an eager, enthusiastic crowd of women, the majority 
of whom were untrained, but had leisure. From this first 
chaotic group has gradually emerged the type of trained women 
and men, who in time, if we may believe the general trend, will 
be found in control of all philanthropy. 

Social work, like teaching, must ever be a profession of service, 
whatever the special field of approach. But, as in teaching, 
modern conditions are requiring an increasing breadth and depth 
of general education as well as special preparation to be able to 
render that service efficiently. It is not a calling, therefore, to be 
entered upon lightly, and the woman who wishes to become a 



78 VOCATIONS FOR THE TRAINED WOMAN 

social worker should consider devoutly her qualifications and 
plan carefully her course of training. The lack of detailed in- 
formation needed for guidance has led to the following presen- 
tation of facts concerning the social work of a group of communi- 
ties, in the hope that by this concrete outline the entire subject 
may be illuminated. Consideration of the requirements for suc- 
cess in the chosen field should not detract from idealization of the 
profession, neither should attention to financial remuneration 
interfere with the spirit of service. As long as a considerable 
proportion of social workers are no longer volunteers, and women 
face the economic struggle, attention to stipend is imperative. 
Else the unfortunate situation must develop which has appeared 
in teaching, whereby the low-paid worker comes to render a low- 
grade service, and results are proportionately unsatisfactory. It 
is with the desire of avoiding this danger that the question 
of salary has been set forth as fully as data will allow, and it is 
to be hoped that no thought of commercializing the profes- 
sion will arise. Any one contemplating social work should ac- 
company a study of the facts here presented by consultation with 
a competent adviser, one who by experience and training knows 
the qualities of soul and mind and body requisite for rendering 
efficient service. 

The survey aims not so much to portray existing conditions in 
social work and the status of the worker as it attempts to reveal 
the responsibilities and opportunities for the trained woman at 
the present time and more especially in the future. To accom- 
plish this end, it has been necessary to ascertain the different types 
of positions which exist, the age and religion of the women hold- 
ing them, the requirements for each type of work and the train- 
ing desired. It has also been essential to learn the salaries paid 
and the outlook in each field. For example, in one city we have 
a woman attendance officer, who is practically a truant officer, 
the only one in the state, so far as we have been able to learn. 
It is not so important to know her exact salary, training, and 
experience, however valuable these facts may be, as it is to appre- 
hend what the public is going to demand of attendance officers, 
whether this new type of position will be a permanent one and 
whether the demand will increase. The study should serve, 



OPPORTUNITIES IN SOCIAL SERVICE 79 

therefore, as an article of reference, and should be read in connec- 
tion with discussions by experienced social workers which appeared 
in Part I of Vocations for the Trained Woman. 

The study was made by the Committee on Economic Efficiency 
of College Women of the Boston Branch of the Association of 
Collegiate Alumnse, affiliated with the Appointment Bureau of 
the Women's Educational and Industrial Union of Boston. For 
the past two years, 1911 to 1913, it has co-operated with the 
Appointment Bureau in collecting data on the opportunities for 
trained women in fields of work other than academic teaching, 
devoting most of its time to social service. In this survey, by per- 
sonal interviews, the members of the committee have secured 
information with regard to 800 women representing 18 different 
types of social workers and 49 different types of institutions or 
organizations. 

The schedule, which is printed below, supplied the following 
information: the types of institutions conducting social work 
in each community; the number of employees, noting the number 
of women; the types of positions held by women and the number 
in each; the method of obtaining workers, where they were trained 
and where the training can be secured; the character of the duties 
and the salaries paid; the chances for advancement; and the 
requirements with respect to age and religion. In addition the 
questionnaire called for statements which should reveal the value 
of the trained versus the untrained worker and the opportunities 
for part-time and volunteer service. 

Questionnaire used in the Study of Opportunities for Women 

in Social Service. 
Institution. 
Purpose. 
Interview with. 

Address of person interviewed. 
Position. 
Date. 

Interviewer (with address and telephone number). 
Report. 

1. How many employees? 

2. How many of these are women? 



80 VOCATIONS FOR THE TRAINED WOMAN 

3. Types of positions and number of women holding each? 

4. Where are employees obtained? 

5. Is there any difficulty in obtaining employees? 

6. How were they trained? 

7. Where can the training be obtained? 

8. Salaries of each woman worker? 

9. Character of the work? 

10. What opportunities are there for 

a. The untrained college girl? 

b. The trained woman? 

11. What opportunities are there for advancement? 

12. Qualities necessary for applicant? 

a. Age? 

b. Religion? 

13. What opportunity for part-time work? 

14. Opportunities for volunteer work? 

15. Other data? 

The investigation was conducted in seventeen cities and nine 
towns, representing communities differing widely in number of 
population and kind of business interests, whether manufacturing, 
mercantile, or residential. The attempt was made to discover 
the phase of social service which one may expect to find in various 
classes of cities, and the requirements and opportunities in each 
field under these different conditions. Thus social workers in 
Fall River and New Bedford were interviewed to learn the types 
of philanthropy carried on in cities given over almost entirely to 
the manufacture of cotton cloth. Lawrence and Lowell were 
visited as being representative cities with extensive mill indus- 
tries and having a large foreign element in proportion to the total 
population. Worcester, Cambridge, Somerville, and Portland 
were included in the survey as cities having no one predominant 
industry, but with a number of important large and small manu- 
facturing interests. Boston and Providence were visited as typi- 
cal of greater cities having more diversified and better organized 
fields of social work. In addition a number of smaller cities and 
towns were studied, whose interests are chiefly mercantile and 
residential. 1 

1 See Table 1. 



OPPORTUNITIES IN SOCIAL SERVICE 



81 



TABLE 1, SHOWING THE CITIES AND TOWNS VISITED, WITH SIZE AND 
CHIEF INTERESTS OF EACH. BASED ON UNITED STATES CENSUS FOR 
1910. 



Name of City or 
Town 


Population 


Type of City 


Cbief Industrial Interests 


CITIES 








Boston . . . 


670,585 


Mercantile 


Boots and shoes, leather goods, 
slaughtering, meat packing 


Providence 


224,326 


Manufacturing 


Jewelry, cotton cloth 


Worcester . . 


145,986 


Manufacturing 


Women's clothing, foundry and 
machine products 


Fall River . . 


119,295 


Manufacturing 


Cotton cloth 


Lowell . . . 


106,294 


Manufacturing 


Cotton and woolen goods 


Cambridge . 


104,839 


Manufacturing 


Printing and publishing, rubber 
shoes 


New Bedford 


96,652 


Manufacturing 


Cotton cloth 


Lynn .... 


89,336 


Manufacturing 


Boots and shoes 


Lawrence . . 


85,892 


Manufacturing 


Woolen and worsted goods 


Somerville . . 


77,236 


Manufacturing 


Women's clothing, jewelry 


Portland . . 


58,571 


Mercantile 




Maiden . . . 


44,404 


Residential 




Salem . . . 


43,697 


Manufacturing 


Boots and shoes, leather goods 


Fitchburg . . 


37,826 


Manufacturing 


Paper goods, cotton goods, ma- 
chine products 


Everett . . . 


33,484 


Residential 




Waltham . . 


27,834 


Manufacturing 


Clocks, watches, cotton goods 


Medford . . 


23,150 


Residential 




TOWNS 








Brookline . . 


27,792 


Residential 




Leominster . 


17.580 


Manufacturing 


Celluloid goods 


Framingham . 


12,948 


Manufacturing 


Paper goods, boots and shoes 


Watertown . 


12,875 


Residential 


Rubber boots and shoes, worsted 
goods 


Greenfield . . 


10,427 


Residential 


Machine-shop products 


Natick . . . 


9,866 


Residential 


Boots and shoes 


Milton . . . 


7,924 


Residential 




Concord . . . 


6,421 


Residential 




Lexington . . 


4,918 


Residential 





The report is not a complete study of New England nor of a 
portion of it. But information was secured from every social 
agency which could be found in every city or town studied, and 
is, we believe, correct so far as secured. It should, therefore, 
present representative types and representative conditions, and 
allow of conclusions which would hold for a more extensive study. 1 

x This report does not include a study of the various kinds of social work 
carried on by the Roman Catholic Church, because such work is largely con- 
fined to the sisterhoods of the church, and for this reason is outside the pur- 
pose of this survey. 



82 VOCATIONS FOR THE TRAINED WOMAN 



Extent of Social Service in Cities and Towns Visited. 

In cities having over 100,000 in population, as Boston, Provi- 
dence, Worcester, Fall River, Lowell, and Cambridge, we find 
an Associated or Organized Charities Agency, with the exception 
of Lowell, where conditions are unique, as will be pointed out 
later. All of these cities support District Nursing Associations, 
Day Nurseries, Young Women's Christian Associations, and play- 
grounds, except Fall River, but that city has a Women's Union, 
similar in character to the Christian Associations. Settlement 
houses are also found in these cities, the number varying with 
the size of the city and the size and number of the districts in- 
habited by people of foreign birth. Thus in Boston there are 
twenty-two settlement houses, whereas Fall River has no regular 
settlement, so far as could be learned, though various organiza- 
tions there conduct different kinds of settlement work. Hospitals 
and homes for the aged and for children were found in all these 
cities. 

In the cities under 100,000 in population, not including towns, 
as New Bedford, Lynn, Lawrence, Somerville, Portland, Maiden, 
Salem, Fitchburg, Everett, Waltham, and Medford, the number of 
agencies is proportionately much less, as is also the number of social 
workers. Associated Charities organizations are found in seven 
of these cities, namely, New Bedford, Lynn, Somerville, Portland, 
Maiden, Salem, and Fitchburg, and District or Visiting Nursing 
Associations have been established in New Bedford, Somerville, 
Portland, Waltham, and Medford, although all of the communi- 
ties visited supported at least one district nurse. In addition, 
all of these cities have homes for the aged, and, in some 
instances, for the blind or deaf, and private societies to relieve 
poverty, while several provide industrial classes for boys and 
girls. 

All of the towns included in this report support district nurses. 
Leominster has an Associated Charities organization. Brookline 
has a Day Nursery and a social worker, who is employed at the 
library, the only worker of her type discovered in this investiga- 
tion. She interests the children in the library, organizes clubs, 
visits families, and reads stories to the children on Sundays. 



OPPORTUNITIES IN SOCIAL SERVICE 83 

Framingham maintains a Girls' Club and a playground in sum- 
mer. Milton has an association which studies the social condi- 
tions of the community, and plans methods of betterment and 
is provided with an endowed playground and hospital. The 
social service in the other towns consists of homes for the 
aged and handicapped and small societies for the relief of the 
poor. 

To provide the woman looking toward social work with sug- 
gestions as to opportunities in specific localities, we present the 
following more detailed report of the larger cities. 

Boston. Boston is a city of many different manufacturing in- 
terests, with no one predominant unless it be the production of 
boots and shoes, including cut stock and findings. Of the 163,488 
persons employed in the manufacturing industries, 49,121 are 
women. But Boston is also distinctly a commercial centre, bring- 
ing together large groups of people who are engaged in the ex- 
change and transportation of products. Boston is likewise the 
port of entry for New England, and thus aggregates and holds 
the residuum of a great number of unskilled immigrant workers, 
who are gradually absorbed by the manufacturing towns sur- 
rounding it. These conditions have made necessary a vast 
amount of social work. 

The sources of information used to learn the type and number 
of agencies doing social work in Boston in addition to personal 
inquiry were the annual Report of the State Board of Charities 
for 1911, the Charities Directory, 1907, and the Handbook of Set- 
tlements, edited by Robert A. Woods and Albert J. Kennedy. 1 

The following classification of charitable organizations taken 
from the Charities Directory, 1907, served as a basis for making 
the survey: — 

I. Agencies working with Needy Families in their Homes. 

1. Special Relief for Special Classes. 

2. General Relief for Special Classes. 

3. General Relief for All Classes. 

4. Day Nurseries and Kindergartens. 

^he Report of the State Board of Charities for 1911 and the Charities Direc- 
tory for 1907 are the last publications issued by the respective boards. 



84 VOCATIONS FOR THE TRAINED WOMAN 

II. Agencies working with Needy Children. 

1. Plaeing-out Agencies. 

2. Prevention of Cruelty. 

3. Homes for Children. 

4. Reformatory Agencies for Children. 

III. Preventive and Reform Agencies. 

1. Preventive Agencies. 

2. Reformatory Agencies. 

IV. Constructive Social Work. 

1. Settlements. 

2. Clubs, Classes, Libraries, etc. 

Chief among these organizations according to number of 
branches and workers are the Associated Charities, the District 
Nursing Association, the Young Women's Christian Association, 
the various children's organizations, and the numerous settle- 
ments. The Associated Charities has 19 districts and 55 agents, 
the District Nursing Association 48 graduate nurses, and the 
Young Women's Christian Association 42 trained assistants. 
Fourteen organizations concerned only with caring for children,, 
exclusive of nurseries, were found with 85 workers. In the 22 
settlement houses 150 paid and volunteer women are employed. 
In addition to these four larger organizations employing, as noted, 
a total of 380, Boston boasts 34 school nurses, 31 nurses and as- 
sistants in 8 hospitals and dispensaries affording medical relief, 
20 women in 7 day nurseries, and 94 teachers, employed by three 
societies especially interested in providing instruction in in- 
dustries. To summarize by type of social agency, there are in 
Boston 55 women engaged in charitable relief, 113 in medical 
relief, 105 in children's societies and nurseries, 150 in settlements, 
and 136 in social and industrial education, a total of 559. Be- 
sides these, the majority of whom are paid, there are large num- 
bers of volunteer workers. 

Providence. Providence is pre-eminently a manufacturing 
city, given over largely to the production of jewelry and cotton 
and woolen goods. It has a total of 51,667 people engaged in 



OPPORTUNITIES IN SOCIAL SERVICE 85 

industry, of whom over 5,000 are women, mostly operatives in 
cotton and woolen mills. The survey in Providence is, we feel, 
less complete than in other cities. But, apparently, the number 
of workers is small in comparison with its population and its in- 
dustrial character. However, practically all types of social ser- 
vice activities are represented, among which are the Society for 
Organizing Charity, which employs a general secretary and six 
assistants; the District Nursing Association, which has 34 nurses 
and a visiting dietitian; the Young Women's Christian Asso- 
ciation with five specially trained workers; a Bureau of Social 
Research with three women investigators; a Consumer's League 
with a general secretary; two settlement-house workers; two 
homes for girls and two day nurseries; and several playgrounds, 
which employ about 48 women as compared with 22 men. There 
are also two probation officers, one of whom is a woman who 
works with the Juvenile Court, the rescue home and the mater- 
nity hospital. 

Worcester. Worcester is a city of 145,986 people, with the 
manufacture of women's wear and of foundry and machine- 
shop products as its chief industries. The field of social service 
in Worcester is fast developing into a real profession. About 
50 women and 6 men engaged in social work, not including the 
63 playground directors, have formed the Monday Evening Club, 
which has helped to bring about better organization of social 
activities. The Associated Charities in Worcester employs four 
women, the District Nursing Association ten nurses, the Chil- 
dren's Friend Society three women who attend to the placing 
out of children and their supervision, and there is one school 
nurse. The Young Women's Christian Association has six 
workers, and eight of the churches have visitors who do social 
work among their congregations. There are thirteen matrons 
or housekeepers in the five "homes" and the two day nurseries. 
Under the Playground Association are 63 workers, most of whom 
are teachers in the industrial classes. The only woman attend- 
ance officer in the state holds her position in Worcester. She was 
appointed under the Civil Service and her duties are practically 
those of a truant officer, although she does social work among 
the families of the children whom she investigates. 



86 VOCATIONS FOR THE TRAINED WOMAN 

Fall River. Of the 34,314 persons engaged in industry in Fall 
River, more than three-fourths, or 27,977, are in cotton mills. 
Consequently, the philanthropies of the city centre about the 
mills. The social service for which we have data are: the As- 
sociated Charities, which has a head worker; the District Nurs- 
ing Association with its superintending nurse; the visitors of the 
five churches; the secretary of the Anti-Tuberculosis Society; 
the nine nurses of the Seaside Home which cares for sick children 
in the summer; the day nursery supported by the College Club; 
and the Girls' Club connected with the Women's Union. No 
settlement houses were found, although a great deal of work along 
this line might be done to advantage. 1 

Lowell. Social service in the city of Lowell presents a unique 
situation. In the first place less than 20 per cent, of the popu- 
lation is Protestant, and this proportion is steadily growing 
smaller. The Roman Catholic organizations include a hospital, 
orphan asylums, parochial schools in each parish, and district 
visitors. Therefore, this study has been limited to the small 
portion of social work which exists outside the Roman Catholic 
Church. Philanthropic efforts are further restricted by the 
cosmopolitan character of the city. Each nationality lives apart 
to a greater extent than is probably the case in other cities, and 
maintains its own customs, institutions, and language. This 
makes it exceedingly difficult to approach the people as a whole. 
The city is bankrupt and, as there is not sufficient private wealth 
to conduct its present institutions, the majority of donors agree 
that the money contributed should be used for direct relief rather 
than for social investigation and developing new methods of social 
work. 

So far as discovered, there are only seventeen women, exclusive 
of matrons holding paid posts in Lowell, as compared with sixty 
women social workers in the smaller city of Cambridge. The 
Young Women's Christian Association employs six trained 
women, who with nine district nurses comprise the staff of paid 
women workers in Lowell. The office of probation officer is held 
voluntarily by the agent of the Florence Crittenden Rescue Mis- 
sion, where she has her home. The Federation of Churches has a 

x The beginnings of a settlement are just being made. 



OPPORTUNITIES IN SOCIAL SERVICE 87 

playground supervisor during the summer and a teacher of games 
during the winter. 

Much of the social service in Lowell is rendered by volunteers. 
In this class come the visitors of the various churches, the workers 
of the Middlesex Women's Club and the College Club, and the 
large number of settlement class and club leaders under the 
Ministry-at-large. 

Cambridge. Cambridge is fast growing into a manufacturing 
city with its boot and shoe factories, box factories, printing estab- 
lishments, machine shops, and numerous other industries. As a 
result has come an influx of immigrants, so that now about two- 
thirds of the population are foreign-born. The city is endeavoring 
to meet the new conditions, however, and we find about sixty 
women engaged in social work, exclusive of volunteers. 

The Associated Charities of Cambridge has three district 
secretaries and a visiting housekeeper besides the general secre- 
tary. The medical social service consists of twelve visiting 
nurses, two of whom are school nurses, and one paid worker in the 
social service department of the hospital. One organization with 
a general secretary and one assistant takes charge of all the dis- 
tinctively children's work in the city. Starting as an institution 
for the care of destitute children it has now become a home for 
sick and convalescent children, with a placing-out agency for those 
who are destitute. The Young Women's Christian Association 
supports six general workers and six teachers in the industrial 
department. Four paid positions are found in the three settle- 
ments employing women, in addition to a playground director, 
a nurse, a nursery matron, and the teachers of industries and 
domestic science. The Park Department of the city employs 
about twenty women during July and August in the children's 
playgrounds. Two of the churches have salaried assistants, the 
stipend of one outranking that of any social worker in the 
city. 

New Bedford. In New Bedford, a city of 96,652 population, 
the social work centres around the north and south districts where 
the cotton mills are located. The more important social organiza- 
tions are (1) the Charities Organization, which employs a general 
secretary, an assistant secretary, and a visiting, instructing 



88 VOCATIONS FOR THE TRAINED WOMAN 

housekeeper; (2) the Instructive Nursing Association with 
seven district nurses; (3) the Anti-Tuberculosis Association with 
seven district nurses; (4) the Children's Aid Society with three 
workers; and (5) the Young Women's Christian Association, 
which has recently been established and has five women in its 
employ. The Union for Good Works supports a relief investiga- 
tor, a women's exchange department, and a boys' club. The 
Denison Memorial and the North End Guild resemble settlement 
houses, as they have classes and clubs for young people. In addi- 
tion there are two day nurseries in the north and south ends of 
the city. 

Lawrence. Social conditions make Lawrence different from 
the other communities studied for this report. The mill owners 
have recently pledged themselves to pay annually the sum of 
$30,000 to be used in helping social service organizations of the 
city. This Welfare Fund is managed by a committee of three, 
which employs a secretary to investigate the agencies of the 
city preparatory to deciding which ones shall be assisted. 
Only organizations already established in social work are con- 
sidered. 

Lawrence has eight district nurses, four Young Women's Chris- 
tian Association assistants, six supervised playgrounds with several 
teachers each, four church visitors, a trained nurse who conducts 
the Sanitary Milk Station, and the City Mission which has three 
workers. The Women's Club employs a teacher of cooking, who 
instructs foreign girls in one of the schools. Much of the social 
work has been directed toward Americanizing the large foreign 
population, and since the strike in 1912 this phase has received 
considerable impetus. 

Organizations and Institutions conducting Social Ser- 
vice in Cities and Towns Visited. 

The present era of specialization requires the woman about to 
enter this profession to consider two questions : first, for what type 
of social service is she best fitted; and, second, in what kind of 
an organization can she accomplish the greatest good. Some types 
of work are characteristic of the institution, as teachers in settle- 



OPPORTUNITIES IN SOCIAL SERVICE 89 

ments, nurses in hospitals, or visitors in children's placing socie- 
ties, while others are to be found in many organizations as inves- 
tigators, secretaries, matrons, or superintendents. A brief sum- 
mary, therefore, of the types of organizations which exist in New 
England towns may be helpful before proceeding to the more 
important subject of types of social work. 

Associated or Organized Charities Societies. Associated or 
Organized Charities Societies were found in 12 of the 17 cities 
visited and in 1 of the 9 towns. Apparently, only cities of 90,000 
population or more have well-organized charities societies with 
several workers. Boston has the largest association, with a force 
of 55 workers as compared with a total of 87 in all the cities visited. 
Leominster with a population of 17,580 was the smallest com- 
munity visited supporting an Associated Charities organization, 
and there but one agent was employed. 

A general or executive secretary is usually in charge of the 
organization. She may have one assistant or more in addition 
to the district secretaries and those who are serving an appren- 
ticeship. The work of these societies is to visit all needy families 
reported in the community and to bring about the co-operation 
of all agencies for the upbuilding of the family group. 

District Nursing Associations. Practically every community 
affords a District or Visiting Nursing Association with one or 
more workers, and frequently it is the only form of social service 
in small towns, as is the case in six of those visited. These asso- 
ciations are usually maintained by private philanthropy, and 
endeavor to care for those who are ill, but unable to employ a 
nurse for full time. There are 48 district nurses in Boston in 
addition to 34 school nurses, but in no other cities investigated, 
with the exception of Providence which has 34 district nurses 
and a visiting dietitian, are over 12 nurses employed, as in Cam- 
bridge, and only one in Fall River, Fitchburg, Medford, and 
Everett. A total of 127 district nurses were found in this survey. 
The number of nurses supported seems to depend not so much 
upon the size of population as upon the generosity of the commu- 
nity. 

Organizations for the Betterment of Children. Among the chil- 
dren's organizations are the Massachusetts Society for the Pre- 



90 VOCATIONS FOR THE TRAINED WOMAN 

vention of Cruelty to Children with headquarters in Boston and 
branch organizations throughout the state, represented in 4 
cities and towns studied; the Children's Aid Society, established 
in Boston and New Bedford; the Children's Friend Society of 
Worcester; and the Children's Protective Society of Portland. 
The state employs a number of visitors and investigators whose 
work is to supervise minor wards, and the city of Boston main- 
tains a Department of Children's Institutions with six visitors. 
Two other societies in Boston are also concerned with the placing- 
out and supervision of children, the Society for the Care of Girls 
and the Children's Mission to Destitute Children. All of these 
societies assume the care of poor children, and the 58 workers 
employed are engaged in finding suitable homes for them and 
carefully guarding their welfare. 

In addition to the above organizations there are societies which, 
like the Children's Country Week in Boston, arrange for summer 
outings and secure homes in the country or on farms where chil- 
dren may be sent for brief vacations. This society, the only one 
of its kind for which we have data, has five regular workers and 
a large number of volunteers. There are also day nurseries in 
all the large cities where children are cared for while their mothers 
are^at work. Thirteen nurseries were visited, and data ob- 
tained concerning the 39 women employed in them. Four of 
these nurseries are located in Boston, two each in Providence 
and New Bedford, and one each in Worcester, Fall River, Lynn, 
Lawrence, Somerville, Maiden, and Brookline. 

Playgrounds. The establishment of playgrounds is one of 
the recent forms of social work. In Boston and Cambridge we 
find a few playgrounds under the supervision of settlement houses, 
whereas here and elsewhere there are playground associations 
or the work is supported by city departments, school depart- 
ments, or clubs. Playgrounds were found in the following cities: 
Boston, Providence, Worcester, Fall River, Lowell, Cambridge, 
Lynn, Lawrence, Somerville, Portland, and Maiden, and in the 
town of Framingham. The largest number of playground workers 
reported for one city is 100 in Boston. Providence comes second 
with 70 workers. Worcester has 63; Cambridge, 20; Somerville, 
12; Portland, 8; and the other cities, a smaller number. The work 



OPPORTUNITIES IN SOCIAL SERVICE 91 

is largely in the summer, although it runs through the spring and 
fall in Boston, and in one other city industrial classes are organized 
during the winter months. 

Settlements. Settlement houses or various kinds of settlement 
activities were found in most of the larger localities. In some of 
the 22 organizations visited in Boston [the work consists almost 
entirely of industrial classes, while there is a variety of interests 
in others. Thus in several settlements, in addition to the regular 
classes and neighborhood visiting, workers will be found engaged 
as probation officers, managing playgrounds, milk stations, dis- 
pensaries, and fresh-air outings, or acting as school visitors. 
This multiplicity of interests exists also in other cities, as the set- 
tlement house aims to minister to the needs of its community and 
thus follows distinctive, independent lines. As might be ex- 
pected, Boston has by far the largest number of settlement 
workers, although complete returns from each settlement could 
not be obtained. But women are very much in the majority, both 
as paid and volunteer workers. Thus we find 78 salaried women 
as opposed to 37 men, and 472 women volunteers as compared 
with 126 men. 

Settlements were also found in Providence, Fall River, Cam- 
bridge, New Bedford, Lynn, Portland, Salem, Maiden, Water- 
town, Waltham, and Milton, having about 290 workers, including 
volunteers. Only one of the two settlement houses in Providence 
was visited. It is the outgrowth of a working girls' club, and its 
service is chiefly along that line. In Fall River the Women's 
Union does most of the settlement work of the city, having a 
Woman's Exchange, a gymnasium, a girls' club, and various 
classes. Cambridge supports five organizations which conduct 
classes, but only two of these are regular settlements. Of the 
three organizations in New Bedford, two have classes, and the 
third, the Union for Good Works, has also a women's ex- 
change department and a relief investigator. Portland reports 
only one settlement house with a force of two paid workers, 
though there are some 60 volunteer assistants. Two societies 
in Salem follow similar lines, although one deals particularly 
with women, maintaining an employment bureau in addition to 
various classes. The following communities report only one or- 



92 VOCATIONS FOR THE TRAINED WOMAN 

ganization doing settlement work: Lynn, Waltham, Maiden, 
and Milton. 

Hospital Social Service. A type of philanthropy closely allied 
with settlements is conducted by hospitals and dispensaries. 
This field is of recent development, and bids fair to play a most 
important part in community welfare work, but thus far we find 
definite organized medical social service only in the hospitals 
and dispensaries of the larger cities. In the smaller communi- 
ties the district nurse supplies the need to a large degree. The 
social service departments of one hospital and two dispensaries 
in Boston were visited, as well as of one hospital each in Cam- 
bridge, Worcester, and Fall River. Data were obtained from 28 
workers, 25 of whom are in Boston. 

Types of Workers in Social Service. 

Through this survey the following types of workers were found 
to be those of especial importance: visitors, including church 
visitors and those connected with children's placing-out societies; 
investigators; associated charities secretaries; medical social 
workers, including district nurses, school nurses, social workers 
connected with hospitals, and nurses employed in other similar 
agencies; settlement workers; club leaders; teachers of industrial 
classes; playground supervisors and assistants; Young Women's 
Christian Association secretaries; matrons of institutions; pro- 
bation and attendance officers; and visitors to girls on parole. 
These groups are considered separately because of the wide differ- 
ences in training demanded and the variety of opportunities await- 
ing those who enter the several fields. 

Visitors. The responsibilities of the visitor and of the in- 
vestigator are so closely allied that in some organizations the 
duties of both are performed by the same person. This is espe- 
cially true in children's societies, where the homes in which chil- 
dren are to be placed must first be investigated and later visited 
at definite intervals. 

Data were obtained from 82 visitors, 53 of whom are employed 
in children's organizations, 16 in churches, 11 in settlements, 
1 in a day nursery, and 1 in a visiting nursing association. In all 



OPPORTUNITIES IN SOCIAL SERVICE 93 

cases their work is: (1) neighborhood visiting, as required by 
settlements; (2) friendly visiting, as among the churches; (3) 
the visiting preliminary to placiDg out children and their accept- 
ance in nurseries and homes. Forty-three of these visitors were 
trained at a school for social workers; 14 were appointed under 
civil service; 10 of the church visitors had had no specific prep- 
aration, while three had attended a Bible school, and one, who 
was a Sunday-school visitor, had followed a kindergarten course. 
The best-paying positions demand workers from a school of 
philanthropy or with considerable experience. Even for the 
position of church visitor, which in most cases up to the present 
time has not made specific demands of its candidates, we find 
that previous training, either at a Bible school or at a school for 
social workers, is desired, and that the salary offered usually 
corresponds to the amount of schooling received. 

No religious qualifications for visitors are reported except for 
church visitors, who, in all cases, are members of the church em- 
ploying them. One settlement house claims that women of the 
Roman Catholic faith would be useful, as the community is largely 
Romanist. 

We find salaries for visitors ranging from $130 a year, which is 
paid to a visitor employed two mornings a week by a day nursery, 
to $1,200 a year earned by two women in children's organiza- 
tions. Of the 64 visitors for whom salaries were reported, 39 
began on $700 a year or more, 18 on $600, and seven on less than 
$600, but four of the last group were not employed over one-half 
of the time. In 49 cases salaries advanced to $800 or $1,000, 
and two are reported as being $1,200. The church worker alone 
seems to have difficulty in obtaining an advance in salary, due, 
doubtless, to the unorganized status of the profession and lack 
of definite standards. 

In addition to the above group Boston has about 14 school 
visitors who work for nine schools. They are employed by 
private organizations, and in all but two cases give only part 
time to visiting, devoting the rest of the time to settlements. All 
have had either specific training or years of experience as social 
workers. Information on salaries was not available, but in two 
cases beginning salaries of $800 were reported. While the posi- 



94 VOCATIONS FOR THE TRAINED WOMAN 

tions are now dependent upon private philanthropy, many schools 
feel the need of such officers, and are asking to have them ap- 
pointed. Thus, while school visiting is in an experimental stage, 
it seems likely that in the future it may offer a field for many 
women who have been well trained. 

Investigators. Information concerning eight investigators was 
obtained for this survey. Four of these are employed by chil- 
dren's organizations, two by day nurseries, another does con- 
structive work for a tuberculosis society, while the fourth makes 
inquiries for a settlement preparatory to giving relief. Inves- 
tigators for children's organizations look up homes before chil- 
dren are placed in them, inquire into cases of cruelty to children, 
and do some court work. 

Two of the investigators mentioned above have received train- 
ing at a school for social workers; one, who is a relief visitor, has 
attended a medical school, and was employed during the Pitts- 
burgh Survey. Definite data for the others are lacking. Of 
the eight reporting, three earn $1,200 or over, two began on $600 
and advanced to $900, and the other three work only part of the 
time, one of them receiving $300 a year, another $10 a week, and 
the third $2 a day. The chances to secure $1,400 are good, and 
one of those in the $1,200 a year group has an opportunity to rise 
to $2,000. 

The investigator found in this survey is not one who conducts 
industrial research, hence the training required is not typical 
of the group. Trained investigators are employed by such as- 
sociations as Child Labor Organizations, the Consumer's League, 
the Women's Trade Union League, research bureaus, various state 
and federal bureaus, and special state commissions on minimum 
wage, child labor, industrial education, and industrial conditions 
whose work deals largely with economic, industrial and social 
studies. Many of them have received such specific preparation 
for their work as is given by the Research Department of the 
Women's Educational and Industrial Union and the Research 
Departments of the Chicago School of Civics and Philanthropy 
and the St. Louis School of Social Economy. For example, the 
Women's Educational and Industrial Union offers yearly three 
fellowships of $500 each to graduates of approved colleges. The 



OPPORTUNITIES IN SOCIAL SERVICE 95 

Fellows, having received a year's training in methods of inves- 
tigation and interpretation of results, go out to positions of 
various kinds. None are placed at less than $800, and some 
get as high as $1,200 the first year, depending somewhat on the 
maturity of the woman and the type of work which she under- 
takes. In several years those who have proved efficient have 
earned from $1,500 to $1,800, with opportunities for further 
advancement. 

In Associated Charities organizations the work of visitors and 
investigators is combined in the district secretaries, of whom there 
are 87 in the cities and towns studied, while two societies employ 
visiting housekeepers in addition. In those places where the 
work is well established specific qualifications with regard to 
training are demanded, and in at least two associations definite 
preparation is given by the general secretary in charge. Schools 
for social workers have recently arranged courses for district sec- 
retaries, and one organization offers apprenticeships covering a 
period of three years, for which an agreement is made. From 
three to five workers are taken on each year, and are paid $500 the 
first year, $600 the second, and $660 the third. 

The salaries of Associated Charities workers for whom we have 
data range from $500 to $1,500. Two are paid under $500, but 
their duties are mostly clerical, and one serves only part of the time. 
Of the general executive secretaries reporting, three receive $1,200 
per year, and one $1,500. The majority of the district secretaries 
earn from $600 to $900, and the two visiting housekeepers $600 
and $900 each. The opportunities to advance both in pay and 
position are exceptionally good, for at present the demand for 
capable workers, especially for the executive positions, far exceeds 
the supply. 

This organization offers almost unlimited opportunity both for 
part-time and volunteer workers. One association has some 800 
volunteers, and says it could use another 800. If a volunteer 
gives full time, she may secure training similar to that received 
by a district secretary, and in time may advance to a paid posi- 
tion. 

Medical Social Service Workers. The field of medical social service 
is wide in scope, and includes several types of workers : the district 



96 VOCATIONS FOR THE TRAINED WOMAN 

nurse, the school nurse, the hospital social agent, and nurses 
employed by other societies interested in the betterment of 
health. District and school nurses must have a nurse's train- 
ing, which was formerly considered adequate. In the future, 
however, it seems probable that, when full recognition is given 
to this great opportunity for social service, a course in social 
economics will be added in order to equip students for their 
work. 

1. District or Visiting Nurses. The district nurse is the most 
popular social worker, if we judge by the number of communi- 
ties in which she is employed. A total of 127 district nurses were 
found during the survey, and four others are included who are 
superintendents of nursing associations in larger cities. All of 
these are graduates of training schools in reputable hospitals, 54 
have had post-graduate courses and two have had some experi- 
ence in settlements. Because of the technical knowledge de- 
manded, there is little chance for the untrained worker in this 
field. 

We find that $600 is the lowest salary given. The majority 
are paid between $700 and $900, but six of those for whom 
we have data receive $900 or over. Of the four superintendents 
reported, one earns $900, another $960, and two $1,200. While 
the stipends are fairly good in the beginning, apparently the 
opportunities to advance are not as good as in some other 
fields. The best outlook is for those who have either executive 
power which will enable them to become superintendents of 
nursing associations or ability to enter specialized nursing, such 
as medical social service, preventive work, as in the prevention 
of tuberculosis, or work for infants, as in the Milk and Baby 
Hygiene Associations. 

2. School Nurses. Closely connected with district nurses are 
the school nurses, of whom 39 were included in this study. This 
type of a nurse should be interested in social and educational as 
well as medical uplift, as her opportunities for social service are 
even greater than those of the district nurse. Her duties consist 
chiefly in visiting the schools in her district at stated times, in 
being present and assisting when the medical inspector examines 
the children, and doing a vast amount of "follow-up" work in 



OPPORTUNITIES IN SOCIAL SERVICE 97 

the home. It is there that the nurse finds excellent opportunity 
for social betterment, as her entrance to every home is assured 
through her interest in the child, but perhaps her best service is 
in the close connection she makes between the home and the 
school. 

Every school nurse included in the study had graduated from 
a training school. Although the most important phase of the 
work is social in character, this was not at first recognized, 
but in the future it seems probable that more and more prepa- 
ration as a social worker as well as a trained nurse will be 
required. 

As a result of recognizing only a part of the service which the 
school nurse can and should render, the salaries paid thus far have 
not been as high as those given district nurses. Thus we find that, 
while no school nurse earns less than $600, all but one are paid 
between $600 and $800, the odd one receiving $900. There is 
little doubt that opportunities will multiply with the establish- 
ment of school nursing departments, and the consequent demand 
for superintendents of these departments. 

3. Hospital Social Workers. A comparatively new form of 
medical social service, in which the emphasis is placed on social 
rather than medical training, has developed in connection with 
the out-patient division of the larger hospitals. The duties are 
to assist the physician at the clinic, explain the doctor's orders, 
visit the patients in their homes, and see that they have such help 
as is necessary to make them strong and self-supporting. 

This type of service was found in five hospitals and two dis- 
pensaries. Information was obtained for 28 workers, 25 of whom 
were in Boston. Nineteen of these have had regular nurse's 
training, nine a social worker's course, and one had also at- 
tended a medical school. The ideal preparation for this field 
of work would be that of the social worker with supplementary 
nurse's training. But this combination is rare, and the consensus 
of opinion seems to indicate that the former can usually acquire 
in the clinic such knowledge as her work demands, especially if 
she has a keen medical interest. The School for Social Workers 
in Boston has recently established a special course in hospital 
social service. 



98 VOCATIONS FOR THE TRAINED WOMAN 

These workers are well paid. Of those reporting their salary 
we find that 13 are earning between $1,000 and $1,500, and eight 
are paid from $600 to $900, six of whom get $800 or $900. Oppor- 
tunities to advance are also excellent. In Massachusetts the heads 
of social service departments rise to $2,000, while outside the 
state as high as $2,500 is reported for organizers of these divisions 
in hospitals. 

4. Nurses employed in Agencies for the Betterment of Health. 
In addition to the district nurses, the school nurses, and the social 
service agents in hospitals, we have data for nurses doing special 
work. Twelve of these nurses are employed by milk and baby 
hygiene associations and four by anti-tuberculosis societies. 
The former promote the distribution of pure milk, prepared at 
a nominal cost according to special formulae, keep careful watch 
over the babies, and visit them in their homes. The work of the 
latter consists chiefly of visiting and caring for tuberculosis pa- 
tients in their homes. 

All but one of these special nurses are graduate nurses, and 
twelve have had training along the lines they are now following. 
The majority, 12, are paid $900, and one, who is the head of an 
organization, gets $1,200, while two receive $864 and $720 respec- 
tively. 

Medical social service is new, but it is developing rapidly all 
over the country, and there is a greater demand for trained workers 
in its every phase than can be supplied. The outlook is perhaps 
greater than in any other field, and the salaries good, but the 
vocation is of the highest type, and demands professional training 
along one line at least and often along two lines. 

Settlement Workers. Settlement work makes diversified demands 
in contrast with the highly specialized requirements of medical 
social service, a large part of it having to do with industrial classes 
and clubs. The majority of settlement workers, exclusive of 
teachers, receive their preparation in settlement houses, many 
of them as volunteer workers. This has probably come about 
because settlement work is of earlier origin than many other 
kinds of social service, and thus antedates the schools of philan- 
thropy. However, a number of the workers in this survey have 
had special training, and the tendency to emphasize its value is in- 



OPPORTUNITIES IN SOCIAL SERVICE 99 

creasing. While the data on salaries are not complete, we believe 
that the general situation shown is correct; namely, that the 
opportunities for advancement both in position and pay are fair, 
although not as good as in some other fields. 

Settlement workers may be classed as head and assistant 
workers, club leaders, and teachers. 

1. Head and Assistant Workers. These positions command 
fair salaries. One settlement reports an opportunity to advance 
to $1,500. The head of another is paid $1,300, four settlements 
offer as high as $1,200, and one $1,100. The usual salary of a 
head worker is $1,000, and we have found four who get this amount, 
while another earns $936. Eight receive from $600 to $800, and 
seven from $300 to $500. The latter stipends are not so low 
when one considers that some, and in many cases all, living 
expenses are given in addition. To summarize, 12 settlements 
pay a maximum of $1,000 to $1,500, while 15 do not exceed 



2. Club Leaders. Six directors of clubs for girls were found in 
connection with settlement houses, but apparently this type of 
work has not been well organized as yet. Three had received 
some training, one at a school for deaconesses, another at a 
physical culture school, and the third at a Chicago settlement. 
The highest salary, $1,000, was given to one director, another got 
$780, and a third $600. Two others worked only part time, and 
one of these was paid $250 a year, and the other $1 a night. The 
sixth director gave her services. This field should offer good 
possibilities for the woman interested in young girls, and pioneers 
are needed. 

3. Teachers. Most, if not all, settlements have industrial 
classes of one kind or another, so that the teacher is an important 
factor in settlement work. All teachers here included have had 
special training in their particular fields at schools offering such 
courses. Only five of those for whom we have data are given a 
definite salary, the others being paid by the lesson, hour, or even- 
ing. One of the five, a kindergarten teacher, receives $900, an- 
other, a gymnasium instructor, $800, and the third, a teacher of 
domestic science, $600, and the other two, who teach kinder- 
garten and household economics, began at $480 and have advanced 



100 VOCATIONS FOR THE TRAINED WOMAN 

to $720. The lowest price paid for a lesson is 50 cents, but the 
usual sum varies from $1.50 or $2.00 a lesson to $4 an evening. 
Dancing teachers command from $2 to $4 a lesson or $5 an 
evening. 

Playground Workers. Playgrounds are closely associated with 
settlements, both in the class of persons dealt with and in the type 
of teachers demanded. As the playgrounds are usually open 
about eight weeks in the summer, many of the workers teach 
during the winter months, and such training and experience is 
frequently their only equipment. A few, however, have had 
kindergarten training or have attended a physical training school. 
In one city the supervisors of playgrounds must be graduates 
of schools of physical culture. 

Of the workers included in this study, 146 earn from $40 to 
$60 a month, 98 from $30 to $35 a month, and three supervisors 
over $80 a month. In one city playground workers are employed 
from April 1 to December 1, being busy all day during the summer 
vacation. In the spring and fall they teach only after school 
hours, when their pay is reduced about half. The opportunities 
for the well-trained woman are good, but the short season requires 
that one shall have other work during the rest of the year unless 
one wishes only part-time employment. 

Young Women's Christian Association Workers. No study of 
the field of social service would be complete which did not in- 
clude the work done by the Young Women's Christian Associa- 
tion, but it must be considered in a group by itself because of 
the religious requirements. Seven of these organizations were 
found in the larger cities. Each association has its general secre- 
tary and assistant secretary, four have lunch-room directors and 
physical directors, two have employment secretaries, and two 
have Traveller's Aid agents who meet incoming trains. In ad- 
dition to the regular workers three of the associations have indus- 
trial departments, two employing not over six teachers in various 
lines, while the third has about 18 teachers in the different branches 
of domestic science, stenography, typewriting, and household 
service. 

The majority of these women have had years of practical ex- 
perience, some having prepared at a regular training school, in- 



OPPORTUNITIES IN SOCIAL SERVICE 101 

eluding all general secretaries but one, and a few have attended 
college. The demand is more and more for college women who 
have had specific courses offered by the Young Women's Chris- 
tian Association. Three of the general secretaries report a salary 
of $1,000, one $1,150, one $1,200, and one $900. The stipends 
of the other workers range from $300 and board up to $900. Sal- 
aries in one organization range from $400 to $1,200 in addition 
to a home, while as much as $1,500 is given those who do not live 
at the association. While these salaries are fair, there is oppor- 
tunity for the trained woman to advance to positions in larger 
fields, carrying with them more responsibility and higher in- 
comes. 

Matrons. Up to the present time the matron of an institution 
has usually occupied the position of housekeeper, but a large 
amount of social work is also required of her. 

Matrons are found in homes for adults and for children, in 
orphan asylums and day nurseries, in hospitals, in reformatories, 
and usually in Young Women's Christian Association buildings. 
The variety in type of institution should call for widely different 
kinds of training, as it is quite evident, for example, that the 
matron of a day nursery should have very different equipment 
from a matron in a home for aged people. Yet, apparently, 
matrons as a class have resisted victoriously thus far the estab- 
lishment of specific demands with regard to education either in 
household economics or in social service. Thus we find that, 
of the 76 matrons for whom we have data, only 14 have had any 
training whatever, and only five of these have attended courses in 
household economics. The majority have been fitted only through 
practical experience, but the day is fast approaching when the 
woman who would become a matron of an institution must have 
specific preparation in household economics and institutional 
management as well as in social service. Or the institution may 
find it desirable to divide the duties of housekeeper from those 
of superintendent, requiring that the one shall be a household 
economist and the other a social economist. 

Matrons without technical education receive salaries usually 
paid to housekeepers, always including board and room. Of 
those for whom we have data, the majority, 29, are paid from 



102 VOCATIONS FOR THE TRAINED WOMAN 

$5 to $7 a week in addition to living. Two receive under $5, 
and two others their living only. Thirteen earn from $8 to $12 
a week, two $1,000 a year besides living, another $780, and the 
fourth $700. Women who have had some preparation command 
the highest salaries, which seems to indicate a new field for the 
trained woman. 

Social Workers in State Institutions. All of the returns with 
regard to employees in State institutions have not yet been re- 
ceived, hence the data are somewhat meagre. 1 This study 
includes, however, information concerning 10 probation officers, 
9 visitors of girls on parole, and an attendance officer whose 
duties are similar to those of a truant officer. Thirteen of the 
probation officers and all of the visitors have attended training 
schools for social workers, but the other four probation officers 
and the attendance officer have had only practical experience. 
Probation officers command high salaries. Of the nine officers 
reporting, seven are paid from $1,200 to $1,700 (four of whom 
get $1,200, two $1,500, and one $1,700), one earns $800, and 
the other gives her services. The visitors to girls on parole 
receive from $700 to $1,000. Thus these fields of work offer 
great possibilities for mature women specially fitted for social 
work. 



Conclusions. 

It may be helpful to women contemplating social service to 
compare the various fields and types of social service with 
regard to (1) the number of women employed, (2) the amount 
and kind of training required, (3) the qualifications demanded, 
(4) the variations in salary as well as in opportunity for 
advancement, and (5) the chances for part-time and volunteer 
work. 

(1) Settlements take the largest number of women, about 800, 
including teachers of industrial classes, while playgrounds come 
second, with 284 workers. The field of medical social service is 
well represented by 210 workers, of whom 127 are district or 

1 A special study of civil service positions is now being prepared by the com- 
mittee, in which fuller data will be included. 



OPPORTUNITIES IN SOCIAL SERVICE 103 

visiting nurses. One hundred and forty-two Associated Charities 
agents, 97 women in children's societies, 76 matrons, and 70 visi- 
tors were found through this study, 10 probation officers, 8 in- 
vestigators, 9 visitors to girls on parole, 6 directors of girls' clubs, 
and 1 attendance officer. 

(2) The training received by these social workers is extremely 
varied. Investigators and social workers in hospitals stand at 
the head of the list of those having specific preparation, and 
matrons at the foot. The majority of investigators are college 
graduates with one year of advanced study. Hospital social 
workers need two distinct types of training, — training in social 
work with supplementary nurse's training or nurse's training 
supplemented by training in social service. All nurses reported 
have completed a regular course, and nearly one-half have had 
additional courses either in social work or in the specific lines 
which they are now following. Visitors as a class have attended 
social service schools with the exception of church visitors. Only 
four of the 14 church visitors have pursued studies bearing on 
their religious duties. A large number of the settlement workers 
have served apprenticeships as volunteers or assistants, the others 
have attended schools of philanthropy. The teachers of industrial 
classes have all had specific preparation in their particular sub- 
jects. Playground directors are recruited from the ranks of 
teachers, but a number have had kindergarten or physical culture 
courses. Associated Charities secretaries have usually served ap- 
prenticeships, but in the future they will probably be able to 
secure the necessary courses at schools for social workers. The 
Young Women's Christian Association provides for the equipment 
of its workers, and we find that most of the women holding re- 
sponsible positions in these organizations have attended an 
Association school. Probation officers usually offer regular social 
service qualifications. Matrons thus far have had no prepara- 
tion, but the tendency is toward definite requirements in house- 
hold economics and institutional management. Thus it is seen 
that the many fields of social service are now demanding profes- 
sional education from workers, and as a corollary never before 
have there been so many opportunities to secure training in 
social economics. 



104 VOCATIONS FOR THE TRAINED WOMAN 

(3) Qualifications with regard to the age and religion of social 
workers are not insistent nor universal, but the Young Women's 
Christian Association employs Protestants only, usually of evan- 
gelical faith, and church visitors must be members of the churches 
employing them. A few homes prefer matrons to be Protestants. 
Two day nurseries expressed the same desire, and two Catholic 
societies demand Catholic workers. 

A few organizations have expressed preference for women 25 
years of age and over, and a still smaller number require more 
mature women. The question of age is not of great significance, 
however, as proper social training cannot be secured until she 
is over 20 years of age. 1 

(4) As might be expected from the requirements, hospital 
social workers and investigators receive the highest salaries and 
have the best opportunities for financial advancement. Thus 
we find that 13, or nearly one-half of the hospital workers 
for whom we have data, report a salary between $1,000 and 
$1,500, and six earn either $800 or $900. The exceptional 
woman who can organize a social service department in a 
hospital commands from $1,500 to $2,500. Trained investi- 
gators receive usually $1,200 a year. Thus seven of those 
included have attained this salary, and four even more, one 
earning $1,800. Six get between $900 and $1,100, and two 
others $800. 

Head workers in settlements come next in amount of remunera- 
tion, and are followed closely by probation officers and Young 
Women's Christian Association secretaries. Thus 12 of the head 
workers in settlements earn from $1,000 to $1,500, and 15 from 
$300 to $800, but in most cases part or all of the living (usually 
room rent) is given in addition. Probation officers receive $1,000 
to $1,700, $1,200 being the average. Four of the Young Women's 
Christian Association workers earn between $900 and $1,200. 
The rest are paid $300 to $1,200 in addition to living, and salaries 
up to $1,500 are offered in one Association when living is not 
included. 

1 For a discussion of the type of work and worker required in each field, "see 
special articles by experts in Vocations for the Trained Woman, Part I. 



OPPORTUNITIES IN SOCIAL SERVICE 



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106 VOCATIONS FOR THE TRAINED WOMAN 

Visitors and district nurses have similar financial prospects. 
Thus 49 of the visitors get from $800 to $1,000, and two $1,200. 
A majority of the district nurses are paid from $700 to $900, 
and ten, including four superintendents, from $900 to $1,200. 
The district secretaries of Associated Charities organizations 
receive from $600 to $900, and the general secretaries from $1,200 
to $1,500. The opportunities to advance in this field are excep- 
tionally good. 

More than half of the nurses who are employed by Milk and 
Baby Hygiene Associations or Anti-Tuberculosis Societies receive 
$900. Three are paid less than $900, and one $1,200. School 
nurses command between $600 and $800. Many playground 
workers earn from $40 to $60 a month, a few betweeen $30 and 
$35 a month, and a few supervisors over $80 a month. 

Teachers of industrial classes are rarely employed on a salary 
basis, but rather by the lesson, the hour, or the evening. These 
prices range usually from $1.50 to $2 a lesson or $4 an evening, 
but dancing teachers earn from $2 to $4 a lesson or $5 an even- 
ing. 

The majority of matrons are paid from $5 to $7 a week besides 
their living, a few get from $8 to $12 a week, and four from $700 
to $1,000 a year in addition to living. 

Only one attendance officer is reported who has a salary of 
$750. This is a new field of work for women, however, and in 
the future, when the work has been fully established, remunera- 
tion will undoubtedly be considerably higher. 

For the purpose of determining how nearly representative are 
the salaries quoted above, the following table is given, which 
shows the type of work and the salary paid in social service 
positions held by 70 women registering with the Appoint- 
ment Bureau. Salaries given in this table are somewhat lower 
than those discussed above, due doubtless to the less settled 
status of the women who are seeking positions through the 
Appointment Bureau in comparison with those who are already 
established. 



OPPORTUNITIES IN SOCIAL SERVICE 



107 



The opportunities for salaries in social work are further illus- 
trated by the following table, which is based upon the orders re- 
ceived by the Appointment Bureau from prospective employers : — 



TABLE 3, SHOWING SALARIES OFFERED IN SOCIAL WORK. BASED 
ON ORDERS RECEIVED FROM EMPLOYERS AT THE APPOINTMENT 
BUREAU. 



Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o: 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o 
Salary o: 
Salary o 
Salary o 
Salary o 
Salary o: 
Salary o: 



$240 . . . . 
$250 . . . . 
$260 . . . . 
$300 . . . . 
$300 to $360 



$360 . . . . 
$360 to $480 



$480 to $600 
$520 . . . . 
$600 . . . . 



$600 to $900 
$700 .... 
$700 to $1,000 

$720 .... 



$720 to $900 
$780 . . . . 
$800 . . . . 



$840 

$900 

$900 to $1,200 .... 
$936 to $1,040 .... 

$1,000 

$1,020 

$1,200 

$1,980 ($165 a month) 



Total 



2 
2 
l 1 
3 2 
1 
1 
V 
V 
1 
1 
1 
1 
6 
1 

4* 
1 
6 
2 
2* 
1 
1 
1 
1 
1 
1 
2 
4 
_1 
51 



1 Summer employment. 

2 One for summer employment only, the other two to have board and room 

in addition. 

3 With home. 4 With room. 

6 Two to have room and board in addition. 
6 One to have room and board in addition. 



108 VOCATIONS FOR THE TRAINED WOMAN. 

We find from the 51 cases reported in the above table that 28 
or 54.9 per cent, can earn $700 or over in social service positions, 
and that at least eight, or 15.7 per cent, of these can earn $1,000 
or over. Four of these positions offer $1,200, and one $1,980. 
These salaries compare very favorably with those paid to teachers, 
as do the opportunities for advanced position and responsibility. 
• (5) Thus far we have been concerned with the paid worker in 
social service, but the many opportunities for the volunteer should 
not be overlooked, for in many instances she becomes a most 
efficient agent. A total of 117 organizations included in this sur- 
vey report the need for volunteers, and such organizations as the 
Associated Charities, settlements, and clubs depend much upon 
their service for the profession. This situation is a great boon to 
the young, untrained woman, as it gives her the means of ob- 
taining experience and fitting herself for the profession. 

The whole field of social service is demanding specialized train- 
ing, and the day is not far distant when untrained workers will 
be welcome only as volunteers. The larger requirements have 
brought greater responsibilities and almost unlimited opportuni- 
ties, and the wide scope gives a large choice in kind of service. 



CHAPTER III 

OPPORTUNITIES FOR WOMEN IN SECRE 
TARIAL SERVICE 

MARGARET A. POST 



OPPORTUNITIES FOR WOMEN IN 
SECRETARIAL SERVICE 



FOREWORD 

HENRY LEFAVOUR 

President op Simmons College 

The development of the usefulness of secretaries from the time 
when the scribe served those who did not know how to write to 
the time when his service was required by those who did not have 
time to write, marks in some measure the progress that has been 
made toward increasing the scope of individual achievement. 
More and more the man engaged in business or a profession 
needs to be relieved of detail in order that he may give his time 
and energy to matters of larger moment and broader reach, 
and much of modern progress in business, in the professions, 
and in education, has been due to the availability of efficient 
assistance. 

As rapidly as this possibility of economy of time is realized, 
there is an increased desire to make use of trained helpers, and 
the demand for experienced and capable secretaries is likely al- 
ways to exceed the available supply. This is partly due to 
the fact that no normal training is adequate. It must be sup- 
plemented by experience, and usually the experience needed is 
a special fitness for a particular task. Hardly any two positions 
involve exactly the same duties. The office is as individual as 
the employer. The personal qualities, the intellectual power, 
the common sense and judgment that render one person more 
eligible than another, cannot be created by any school or pro- 
gramme, though they may be quickened, developed, and guided 
by a proper course of instruction. Certain fundamental studies, 



112 VOCATIONS FOR THE TRAINED WOMAN 

certain arts and methods, certain useful information, may wisely 
be included in the instruction of the school or college, and out 
of this training, as out of any other professional training, a cer- 
tain measure of usefulness will follow, but it will be a matter 
of individual fitness, based upon this necessary education that 
will determine the progress toward the highest rewards of this 
vocation. 

But, taken as a whole, the occupation of a secretary is of 
increasing importance, and it has already established itself as a 
necessary element in our busy life and as one of the largest contri- 
butions toward efficiency. It is a dignified and worthy profession, 
and inevitably its recognition and reward will advance as its 
possibilities are appreciated. 

The following pages present an interesting study of the present 
opportunities for secretaries, their varied duties, and their pecun- 
iary compensations. While the data upon which the study is 
based are limited, consisting mainly of the experience of the 
graduates of a single institution and of the registration of a single 
appointment bureau, the conclusions present an accurate view of 
the general status of the profession, and would be applicable, 
at least relatively, to other parts of the country. The investi- 
gation is of great value both to young women who are looking 
toward an independent livelihood and to all who are interested in 
vocational education. 



OPPORTUNITIES FOR WOMEN IN SECRETARIAL 

SERVICE 

Introduction. 

Purpose and Scope of the Investigation. The aim of this study- 
is to present to the girl or woman entering upon secretarial ser- 
vice the scope and breadth of the field, the duties that come 
within each day's work, the preparation and training required, 
the opportunities for the future, the salaries attached to various 
types of positions, and the value of such service as an occupation 
and as a training school. Based on the attitude of the employer, 
we desire to show the qualities essential for an efficient secretary 
and the requirements for specific lines of work. At the same 
time it is hoped that by stating the advantages, disadvantages, 
limitations, and possibilities of secretarial service, drawn from the 
experience of secretaries themselves, this study may serve as an 
incentive or as a warning, and so direct women into work for 
which they are best fitted. 

Various problems confronting the Appointment Bureau of 
the Women's Educational and Industrial Union have led to this 
investigation of the secretarial field. But little definite informa- 
tion concerning this occupation and its requirements exists, al- 
though it is one which great numbers of girls and women are 
continually entering. With the increasing interest in vocations 
for women other than teaching, great stress has been laid on 
secretarial work, its attractions, high salaries, and pleasant 
duties, and this information has too frequently been based on 
an inexact knowledge of existing conditions. A second reason 
for making the study is the necessity of presenting to the large 
number of college graduates who are not looking toward teach- 
ing, but favor secretarial work as having a "literary flavor," a 
knowledge of the value of stenography and typewriting in 
other vocations. Lastly there would appear to be great need for 
larger and more intensive studies of the stenographer's field be- 



114 VOCATIONS FOR THE TRAINED WOMAN 

cause of its scope and constant increase. According to the last 
census returns (1900) in Massachusetts alone there were 6,431 
women 16 years of age and over employed as stenographers, 
and of this number 2,167 were employed in Boston, while 
85,086 girls and women, 16 years of age and over, were em- 
ployed as stenographers throughout the United States. 1 The lat- 
ter number represented 1.8 per cent, of the total number of gain- 
fully employed women over 15 years of age, so that stenography 
as an occupation ranked 13th among the leading occupations 
for women, the order being as follows: (1) servants, (2) textile 
workers, (3) dressmakers, (4) laundresses, (5) teachers, (6) 
farmers, (7) housekeepers, (8) saleswomen, (9) seamstresses, 
(10) nurses, (11) trained nurses, (12) unskilled laborers, and (13) 
stenographers and typewriters. 

The increase in the number of women 15 years of age and 
over employed as stenographers during the decade (1890-1900) 
amounted to 64,698, or 305 per cent., as compared with an increase 
of 82,066, or 33.4 per cent., of those employed as teachers; 14,051, 
or 167.2 per cent., of those employed as telephone and telegraph 
operators; 3,225, or 116.7 per cent., of those employed as literary 
or scientific workers; 52,271, or 18 percent., of those employed as 
dressmakers; and 24,372, or 40.2 per cent., of those employed 
as milliners. 2 

Of the total reported as 16 years of age and over, 63 per cent, 
were from cities of at least 50,000 inhabitants, and 36 per cent, 
from smaller cities and country districts, indicating that the 
problem is mainly one of the larger cities. Likewise, it is a 
problem of the young girl, the largest proportion of stenog- 
raphers being between the ages of 16 and 24. Of the 85,126 s 
stenographers who were reported in 1900 as 16 years of age 
and over, 63.2 per cent, were from 16 to 24 years of age, 30.5 
per cent, from 25 to 34 years of age, while only 5.1 per cent. 

1 Special Reports of Census Office, Statistics of Women at Work, 1900, pp. 
82-33, 102-107, 188, 222. 

2 Ibid., p. 39. 

8 This number, 85,126, includes stenographers enumerated in Alaska and 
Hawaii. Special Reports of Census Office, Statistics of Women at Work, 1900, 
p. 105. 



OPPORTUNITIES IN SECRETARIAL SERVICE 115 

were between 35 and 44 years. From these figures it is apparent 
that a study of this kind deals with women from 16 to 24 years 
of age, by far the larger group, almost two-thirds, being in 
this age group. On the other hand, we find a peculiar and 
significant proportion, almost one-third, between 25 and 34 years 
of age. If the occupation retains a large number of older workers 
and at the same time offers advanced positions of responsibility, 
we may well conclude that by improvement in training, the ma- 
ture woman will come to hold desirable positions, working up to 
them through a series of increasingly important places. 

Within the ages 16 to 34 will be found a great divergence 
in type of worker, based on the wage scale, namely, the large 
class of $6, $8, and $9 per week stenographers, those receiv- 
ing $10, $15, and $18, and the $1,200 and $1,500 per year sec- 
retaries. As it is the purpose of this study to present chiefly 
the opportunities for the trained woman in and through secre- 
tarial service, the great rank and file of lower paid stenographers 
are not considered, but are left for further detailed and exhaustive 
study. Thus no woman receiving under $10 per week is here 
included. 

Sources. The Appointment Bureau of the Women's Educa- 
tional and Industrial Union contains in its files records of about 
1,500 girls and women who have registered with the Bureau 
for secretarial and stenographic work. These record blanks, 
filled out by the applicant, call for such detailed information as 
the Bureau has found by experience to be most helpful and nec- 
essary for placement purposes. At the same time they form 
a source of valuable sociological data, upon which can be based 
a study of occupations. It may well be considered an excep- 
tional group of recorded experiences, both in numbers and in 
value of data given. The record blank calls for a list of previous 
positions held, and salaries received with references for each. In 
this way it is possible to check up the salaries given by the appli- 
cant with those reported upon the reference blank filled out by 
the employer, and at the same time to secure the employer's 
opinion concerning the position listed. 

The value of such a group of records in the educational work 
of an appointment bureau is apparent. By a slight modifica- 



116 VOCATIONS FOR THE TRAINED WOMAN 

tion of the blanks upon which this study has been partly based, 
the use of the records for purposes of study would be greatly 
increased. With the establishment of new appointment bureaus 
in the larger cities of the country, bureaus in which the most 
valuable work is educational, there will be amassed quantities 
of data concerning a great variety of vocations for women. In 
order that these stores of information may contribute to the 
placement and educational work of such bureaus, the importance 
of keeping uniform, full, and detailed records of applicants can- 
not be overestimated. 

Of the 1,500 records of stenographers and secretaries in the 
Boston Bureau, 400 were from girls in the $7 and $8 per week 
class, and were eliminated from the study, $10 per week being the 
minimum class considered. Eleven hundred records were therefore 
made the basis of study, and from them varying amounts of in- 
formation were secured. 

Included in this group were 233 college-trained women, the 
representation being from Smith College (26), Boston University 
(21), Simmons College (17), and Radcliffe College (13), with 
scattering numbers from Mount Holyoke College, Wellesley Col- 
lege, Tufts College, Vassar College, Bryn Mawr College, Brown 
University, Bates College, Oberlin College, University of Michi- 
gan, University of Iowa, Cornell University, Syracuse University, 
and the Universities of Nebraska and California. 

A second and very important source of information was found 
in the reports of 371 women who had attended Simmons College 
and had pursued the prescribed secretarial courses, — either the 
complete four-year course, or part thereof, or the one-year course 
open to graduates of other colleges. In the 77 records of women 
having had a previous college training, 17 colleges are repre- 
sented, including in order of numbers Smith College, Boston 
University, Radcliffe College, Vassar College, Mount Holyoke 
College, Wellesley College, Tufts College, Bryn Mawr College, 
Oberlin College, Ohio Wesleyan College, Colby College, Acadia 
College, Cornell University, Bates College, Wooster College, St. 
Lawrence College, and the University of Oregon. 

In addition to the above sources, interviews were held with 35 
men who employ one or more secretaries and with 30 women who 



OPPORTUNITIES IN SECRETARIAL SERVICE 117 

are engaged in a variety of types of secretarial work. The aim 
of these interviews was to secure the opinion of the person in- 
terviewed regarding the duties attached to the position, the train- 
ing most fitting, the knowledge of any special subjects that would 
be helpful to employer or employee, the desirable and undesirable 
features of the work, the salary both minimum and maximum, and 
the personal qualities most desirable and those requisite for 
success in the field. Lastly, letters were received in answer to per- 
sonal letters and questionnaires from some 40 or more women 
who have been or are in the secretarial field, some of them giving 
interesting and helpful suggestions and comments. Thus, by 
means of records, interviews, and correspondence, information 
varying in amount, sometimes very meagre, sometimes very help- 
ful, was gained from about 1,540 women who have been or are at 
present engaged in stenographic or secretarial work. 



The Secretary. 

Definition of Secretary. Webster says, "A secretary is a piece 
of furniture with conveniences for writing letters and filing papers." 
It is to be deplored that this definition is often applied by employers 
who are satisfied with mere mechanical operations. However, 
it is difficult to define the word "secretary," and to draw a line 
between the stenographer and the secretary. The stenographer's 
position, requiring an intelligent knowledge of stenography, com- 
bined with accuracy and speed, seems to verge into the secretary's 
position when the stenographer has made herself valuable to her 
employer and has been intrusted with a great variety of duties, 
some more personal, some more responsible, requiring necessarily 
more initiative and use of executive powers. In this report the 
word "secretary" is used throughout, though in many cases the 
individual is purely a stenographer, but by eliminating those re- 
ceiving a weekly wage of less than $10 — representing the lower 
grade of stenographic service — the higher grade stenographer may 
properly be included. The line between the two positions is so 
indistinct it does not seem feasible to attempt to make it hard 
arid fast. 

No school or college can turn out an efficient secretary, but it 



118 VOCATIONS FOR THE TRAINED WOMAN 

can produce an excellent stenographer and it can give a back- 
ground of intelligence. As efficiency results in advancement in 
this work, as in every other, the technique of a stenographer can- 
not be too skilful. A knowledge of stenography and typewriting 
is a girl's most valuable wedge for securing a secretarial position, 
and we are beginning to realize, too, that secretarial work is a most 
valuable tool for working her way out into broader fields of service. 

Time and Cost of Preparation. Among the many reasons why 
more and more girls become stenographers is the ease with which 
some necessary training can be secured. Formerly the high 
school turned out a girl with no tangible asset for earning her 
living. Now she may combine the study of stenography with 
other subjects in her four-year course. Then, too, the business 
schools and business colleges offer full and extensive courses 
in shorthand, typewriting, book-keeping, commercial corre- 
spondence, commercial law and geography, penmanship, Eng- 
lish and spelling. Some give special attention to the girl who has 
had no high school training or only a portion of a high school 
course. These schools also offer special courses to those partially 
equipped in technique, who need "speed" drill. The girl desir- 
ing higher education may, at Simmons College, combine in a four- 
year college course, a thorough training in secretarial subjects, 
with allied cultural academic studies. And for the college gradu- 
ate we find special courses in stenography offered in the technical 
institutions and in business schools. 

The time required to gain a thorough knowledge of stenography 
varies from 6 months to a year, depending upon whether short- 
hand and typewriting are studied alone or in combination with 
the subjects mentioned above, upon the aptness of the student, 
and upon the extent of her general education. The classes in the 
business schools are so arranged that individuals may advance 
as rapidly as their ability warrants. The cost of a business course 
as outlined by the best business schools averages $15 per month. 
For evening lessons in stenography the charge is about $5 per 
month. The evening classes offer opportunity for the stenog- 
rapher of only mediocre ability to increase her skill in stenography, 
skill in this sense meaning accuracy, speed, and understanding. 

As the girl's opportunities for equipping herself with a knowl- 



OPPORTUNITIES IN SECRETARIAL SERVICE 119 

edge of and skill in stenography have increased, so has the de- 
mand for her services. The greater specialization in nearly all 
types of business and professions and the enlarged scope of detail 
work offer increasing demand for the girl or woman who is well 
prepared. With the introduction of the dictaphone and phono- 
graph, whereby dictation is given directly to one of these machines 
and the records transcribed by the typist, greater stress will be 
placed on the ability to do intelligent, rapid, and accurate typing. 
The dictaphone is already used extensively by public and court 
reporters and in the offices of public stenographers. Its steadily 
increasing use is an indication of specialization and subdivision 
within stenographic work. 

Types of Secretarial Positions. 

In the analysis of the records of the Appointment Bureau and 
those of the secretaries who prepared at Simmons College, dis- 
tinct types of secretarial positions appear. These have been 
grouped according to requirements, duties, salaries, and possibili- 
ties pertinent to each type. First, secretaries in business firms of 
all kinds, banks, publishing houses, stores, and small or large com- 
mercial offices. This is the largest group, and one in which the 
duties are pre-eminently stenographic and clerical. Second, 
secretaries to doctors; third, secretaries in law firms; fourth, 
secretaries in educational institutions, including office assistants 
in college departments, secretaries to professors or executives, 
and secretaries in private schools and high schools; fifth, sec- 
retaries in social organizations; sixth, private secretaries; and 
lastly, executive secretaries. 

The Secretary in Business Firms, Banks, Publishing Houses, 
Stores, and Commercial Offices. 1 It is in this class that the line 
is most distinctly drawn between the stenographer and secretary, 
the large proportion being on the side of the stenographer. Here 
too, will be found the large number of $8 and $9 per week stenog- 

1 Salaries are based on 554 records from the Appointment Bureau and 35 
records from Simmons College, together with correspondence with individuals 
and orders for stenographers coming to the Appointment Bureau from employers. 
For a fuller discussion of salaries see pp. 128-141. 



120 VOCATIONS FOR THE TRAINED WOMAN 

raphers, not included in this survey. The duties are mainly- 
clerical and stenographic, accuracy, speed, and an intelligent 
use of shorthand and typewriting being the essentials. The great 
proportion of salaries secured for this group range from $10 to 
$15 per week, after omitting the lower paid group, $10 and $12 
being the usual salary, $15 being less common. Citing the group 
of 43 stenographers which had had 3 years' experience, 83 per cent, 
received $10 to $12 per week. The highest salary was $17, 
received by 2. Of 46 stenographers who had had 4 years' expe- 
rience, 82 per cent, received from $10 to $15 per week, the highest 
salary being $20, received by 2. Of 48 who had had 5 years' 
experience, 58 per cent, received less than $15, 23 per cent, re- 
ceived $15, and the highest salary, received by 1, was $20. Of 
30 who had had 8 years' experience, 50 per cent, received less than 
$15, 30 per cent, received from $15 to $25, only 1 received $25. 

While the larger groupings of salaries remain about $12 and 
$15 per week, salaries of $18, $20, $25, and $30 per week are 
occasionally paid to the efficient secretary who has by experience 
gained the qualities making for business success, and has made 
herself valuable to her firm or employer. The higher paid as- 
sistants are the executive office secretary, in charge of the office 
or stenographic force, or the private secretary who has become 
valuable to an individual, or the highly efficient stenographer, 
who is an expert in her line of work. 

In banks there is practically no opportunity for advancement 
beyond the purely clerical positions. 1 In publishing houses, 
however, it is possible for the girl with some marked ability 
in literary work to evolve from the stenographer into an as- 
sistant in one of the many departments. 

As belonging to this class, though differing in outlook, may 
be mentioned the accountant's assistant. 2 In a few public ac- 
countants' offices a girl beginning as stenographer or book- 
keeper, with aptitude and liking for accounts, finds opportunity 
to gain sufficient experience in accounting methods to become 
an assistant accountant. Here again, through stenographic 
channels, a new field of work may be opened. Though precedent 

1 Based on interviews with men in 7 banks in Boston. 

2 Based on interviews with 7 certified public accountants. 



OPPORTUNITIES IN SECRETARIAL SERVICE 121 

would now hamper the woman certified public accountant, if 
she were sufficiently interested and able in accountancy and 
possessed those inborn qualities which inspire confidence, a new 
field might be hers to develop. 

Summing up this class of secretaries, ranging from the $10 
stenographer to the efficient business secretary, there is the 
large group who receive between $12 and $15 per week, and who 
will probably not receive over $15, and the smaller number who 
receive $18, $20, and over $20, and who may look ahead to the 
administrative and executive positions carrying larger salaries. 

The Physician's Secretary. 1 The demand for this type of sec- 
retarial service seems to be increasing and the work developing. 
As the field of preventive and research medicine is extended, 
with it will undoubtedly come a growing demand for the prop- 
erly equipped woman as assistant. In addition to the office helper 
who receives patients, makes engagements, answers the tele- 
phone, and keeps accounts and records of patients, is found the 
secretary who, besides being a stenographer, aids in editorial 
work of medical publications, has charge of or assists in labora- 
tory analyses, makes tests, and helps, under direction, in minor 
operations. 

A knowledge of German is almost essential for an efficient sec- 
retary to a medical man, while French and Latin have proved 
most helpful. An elementary knowledge of the sciences, bi- 
ology, chemistry, physiology, and bacteriology, would assist 
materially in analytic work, though, until this service can be ade- 
quately remunerated, a girl would not be justified in devoting 
additional time to such subjects, if not included in her regular 
curriculum, and in thus making the larger investment in her prep- 
aration. 

The average salaries are low, $10 and $12 per week being the 
usual rate, $15 less frequent, and $18 and $20 quite exceptional. 
Secretaries of this type receiving $25 per week are rarely found. 

To a girl or woman interested in laboratory work or the medical 
profession this field offers many attractions. Through this chan- 
nel it would seem natural that the girl looking toward social work 

1 Based on records of 37 secretaries to physicians, interviews with 10 secre- 
taries, and correspondence and questionnaires. 



122 VOCATIONS FOR THE TRAINED WOMAN 

would become interested in medical social service and take up 
further training in preparation for such positions. The girl with 
sufficient training in laboratory methods may enter other labora- 
tory work; and the student type of girl may specialize in research 
study or medical investigations. At present the field is not large 
nor the demand great, the $8 and $10 office assistant in many cases 
meeting the requirements. 

Secretaries in Law Firms. 1 The duties of a secretary in a law 
firm may include, in addition to stenography and typewriting, 
which must be of the highest and most intelligent grade, all kinds 
of systematic filing, clerical office work, accounting, private cor- 
respondence, library work, court reporting, and executive super- 
vision of a staff of clerical assistants and office routine. As legal 
work deals with an immense variety of matter, a stenographer may 
expect dictation involving, one day, an architect's terminology; 
another, medical terms ; another, engineering or mechanical phrase- 
ology. A knowledge of Latin is most helpful in legal work, as 
many Latin phrases are constantly used. An elementary knowl- 
edge of law should assist a girl in becoming familiar with legal 
phraseology, though several lawyers, when asked if their secre- 
taries would be more valuable to them with a knowledge of law, 
replied, "I have the law; what I want is a good stenographer." 

The salaries naturally vary with the size of the firm, its standing, 
and the complexity of work. They may be divided into three 
general groups : one in which the first or initial salaries range from 
$8 to $12 per week; another, and the largest group, from $12 
to $18, most usually found after at least 3 years' experience; and 
the higher salaries, $20, $25, and $30, forming a group in which 
the positions have been created and developed by the secretary 
through years of experience and her increasing value to the firm. 

Of a group of 63 secretaries in legal firms, whose experience 
varied from 1 to 23 years (shown by the Appointment Bureau 
records), 40, or 63 per cent., reported salaries of from $15 to and 
including $25 per week, only 5 salaries, however, being $20 and 
over. In one firm visited, where 18 secretaries are employed, the 
minimum salary is $15 and advancement over $18 is rare. In 
another firm, where 8 secretaries are employed, the minimum 

1 Based on 75 records, 18 interviews, and questionnaires and correspondence. 



OPPORTUNITIES IN SECRETARIAL SERVICE 123 

salary is $8, the maximum $22, the highest received after 5 years 
experience in that firm. In still another firm, employing 7 secre- 
taries, $15 is the minimum salary, the maximum $30, paid to 2 
women who are private secretaries to officials of the firm. 

Experience in a law office is an excellent training, giving a broad, 
general knowledge of business affairs, increasing the vocabulary, 
perfecting stenography, and stimulating efficiency. The hours 
are long, often over-time, the work constant and confining, but 
the environments are usually pleasant. As a result of experience 
as a secretary in a law office, we find some women taking up the 
study of law, others becoming efficient executive or private sec- 
retaries, others opening independent offices as public stenogra- 
phers, doing court reporting and private work, and finally others 
developing into the official court reporter. The latter may be 
considered as distinctly belonging to this field. 

Official Court Reporters. 1 There are 28 official court reporters 
in Massachusetts, 13 being women. Their salaries range from 
$1,500 to $2,500 per year for taking notes, with 10 cents extra 
per 100 words for transcribing notes. Reporters on salary thus 
increase their earnings materially, some receiving as high as 
$3,000 and $3,500 a year. Only counties of 200,000 inhabitants 
have official reporters on salary, those not on salary receiving 
$9 and $10 per day for taking notes, with the same extra stipend 
(10 cents per 100 words) for transcribed copy. Non-official 
court reporters, or public stenographers, receive 25 cents per 100 
words for note-taking and typewritten copy. This work requires 
the highest type of accurate, intelligent stenography, with ability 
to take notes — when pressed — at a speed of 175 words a minute. 
Such rate, however, would be kept up but a few moments, and 
would occur in the course of court testimony, which is not con- 
tinuous, but broken by questions and answers. (In this case 
"questions" and "answers" are counted.) The work also re- 
quires an intimate knowledge of legal terms and forms, as well 
as an extensive vocabulary. Court work is difficult. It requires 
maturity, great endurance, steady nerves, a power of concentra- 
tion, and quick perception. 

1 Based on interviews with 4 official court reporters, correspondence with 4 
others, and the Revised Laws of Massachusetts, 1902, vol. ii, chap. 165, sees. 80-88. 



124 VOCATIONS FOR THE TRAINED WOMAN 

The examinations for the position of official court reporter 
are held at no stated time, but whenever a vacancy must be filled. 
Application must be made to the judges of the Superior Court. 
The examination is given by a committee of official reporters, 
and consists of a speed and accuracy test in taking notes from 
dictation, the speed ranging from 150 to 220 words per minute, 
the higher speed being on testimony. The best training schools 
are legal offices and the offices of public stenographers, where a 
practical experience in court reporting and a legal vocabulary 
may be gained. 

As a specialized field of secretarial service, the legal work has 
marked advantages. It gives an excellent training and experience, 
it demands the highest grade of technical work, and, while the large 
proportion of salaries range from $12 to $18 per week, opportunities 
do exist, and may be created for more highly paid secretaries. 

Secretaries in Educational Institutions. 1 In this group are in- 
cluded private-school secretaries, secretaries in college offices 
or departments, private secretaries for professors within the col- 
lege, and secretaries in other educational organizations. It is 
for this class that the woman with advanced training, combined 
with a knowledge of stenography, is in demand. The following 
comments were made by employers regarding the specific ad- 
vantage of a college course for secretaries in such positions : — 

From college professors: "She understands our line of work." 

"For scientific dictation a college training is most essential." 

"For a college position it is nearly essential to have a girl with 
a knowledge of college matters, — a larger vocabulary and literary 
insight." 

From college presidents: "College has given her a breadth of 
intelligence and a better use of her powers." 

"Her college training developed her ability to correct manu- 
script and look up references." 

"College gave her a background for her special work as an edu- 
cational secretary." 

Likewise, the woman with an advanced or college training is 
attracted to educational positions. She is familiar with the 

1 Based on 123 records, correspondence, questionnaires, and orders received 
by the Appointment Bureau for secretaries of this type. 



OPPORTUNITIES IN SECRETARIAL SERVICE 125 

college machinery, she likes the college atmosphere and student 
life, and by returning to this environment puts off or avoids 
entering the commercial or business world. The duties in such 
work are most varied, — correspondence, copying of manuscript, 
reference and research work, detailed cataloguing, record keeping, 
preparation of bulletins, conference with students, registration 
of students, accounting, and office supervision, with enough 
more to make each day's work one of immense variety. In 
private secretarial work for professional men a knowledge of 
French and German is valuable. For the college office or de- 
partmental secretary a knowledge of cataloguing, filing systems, 
and statistical methods, is essential, while familiarity with 
methods of preparing matter for publication, proof-reading, and 
printing, proves a valuable asset. 

These positions pay initial salaries ranging from as low as 
$8 per week to $19 per week, $12 and $13 being most common. 
With 2 or 3 years' experience, salaries ranging from $15 to 
$18 may be expected, increasing to $19, $20, and over, accord- 
ing to the size and elasticity of the position. The whole range 
of initial salaries in these positions appears to be higher than in 
the other types discussed. Of a group of 70 women entering 
secretarial positions in educational institutions, 60 per cent, 
began at $12 per week and over, 51 per cent, began at $13, $14, 
and $15, and 8 per cent, at $16, $17, $18, and $19. At the same 
time in some instances women satisfied with small salaries in 
these positions, who count the congeniality of the work and 
the environments as partial compensation, may be found. 

Among the advantages of this type of secretarial work may 
be mentioned the variety of duties, congenial surroundings, and 
contact with student life and academic interests. In some insti- 
tutions a month's vacation with salary is given the secretary, 
while in others only 2 weeks with salary, with the privilege of 
longer time not on salary. On the other hand, college or school 
secretaries do not gain that broader knowledge of business affairs 
acquired only by business experience, and miss the stimulus of 
working among men interested in large commercial and industrial 
affairs. Also, if situated in a small college town, the woman 
of ambition feels a narrowing restraint. 



126 VOCATIONS FOR THE TRAINED WOMAN 

With experience gained in such an office, a woman should be 
well equipped to work toward such positions as recorder, registrar, 
administrative secretary of an office or department, or appoint- 
ment clerk, with occasional openings into other lines of work which 
come through contact with larger institutions. 

Secretaries in Social Organizations. 1 In social organizations 
the secretary may be both clerical assistant and social worker, 
securing her position through stenography, but using it as a 
tool for development along her chosen line. A woman familiar 
with methods of investigation, tabulation, and statistical reports, 
in addition to her stenography, would prove valuable as a secre- 
tary in an organization doing social research. 

It is impossible to state the salary to be expected, the scope and 
character of the work varying so materially, from that in which 
interest in social work serves as part compensation to that in 
which the executive management of an organization which re- 
quires large experience and offers a commensurate reward. In 
this line of service, stenography may be considered merely a 
wedge or tool, though it must be a sharp tool, to open the way 
into social work. We find such combinations as stenographer 
and field investigator, office assistant in a settlement house and 
district visitor, receiving salaries ranging upwards from $10 per 
week and home. Beyond this are found the $1,200 and $1,500 
salaries paid to general secretaries. The latter are heads of settle- 
ments, organizers of investigation work, house supervisors, and 
executive managers. Stenography may have been a tool by which 
these higher-paid positions were attained, but usually, however, 
it is the trained social worker and experienced woman who has 
reached the position of responsibility. If highly paid social 
positions may be attained through stenographic channels, may 
this not be a new field for which to strive? 

Private Secretaries. 1 The term "private secretary" is elastic, 
but descriptive, carrying with it a certain rose-colored picture of 
an ideal position. The personal, social, or public duties forming a 
day's work will vary, depending entirely upon the occupation, 
special interests, or hobby of the employer. The private secre- 

1 Based on correspondence, records, and a few orders for secretaries received 
by the Appointment Bureau. 



OPPORTUNITIES IN SECRETARIAL SERVICE 127 

tary is both well paid and poorly paid, a notable contrast being 
seen in one who began with no experience at $1,200 per year 
and another who, after 34 years of service, received $624 a year. 
If the secretary must use her executive power, combined with pri- 
vate or personal duties, she is well paid. 

Executive Secretaries. 1 Personality and individual qualities 
enter so largely into the position of executive secretary that it 
is impossible definitely to classify it as a type. As noted in the 
discussion of other types of secretaries, the most highly paid 
positions in each class are those requiring executive and admin- 
istrative ability. Such positions are found in social, civic, chari- 
table, and philanthropic organizations and institutions and com- 
mercial and business firms or enterprises. They call for managing 
ability, power of organization, co-operation, development, and 
administration, — qualities either inborn in a woman or cultivated 
onty by experience in working with and directing others. Actual 
experience in the routine and development of office work is most 
valuable for the woman looking toward directing or supervising 
an office force. Tact in dealing with people, sympathy and under- 
standing, keen insight for the future, precision, and good judg- 
ment are qualities making for an efficient executive secretary. 

The executive secretary's duties will naturally vary with the 
general scope and purpose of the organization where she is em- 
ployed. She may have direction of a force of 20 or more 
assistants, or she may be the sole administrator of a society. 
Ability to speak in public, to direct meetings, to present reports, 
and inspire enthusiasm and interest, all come within her field. 
For such service, or perhaps better for such personal qualities, 
the limits of remuneration are ill-defined, the yearly salaries being 
$1,200, $1,500, or $2,000. 

While the position of executive secretary is the goal toward 
which the secretary strives, it is one for which only the exceptional 
woman is qualified. Previous experience, advanced liberal edu- 
cation, and thorough training are of course valuable assets, but 
personality, and the possession of qualities previously mentioned, 
are the vital forces. 

1 Based on a few records in the Appointment Bureau and on correspondence 
and interviews. 



128 VOCATIONS FOR THE TRAINED WOMAN 

Discussion of Salaries. 

Brief statements of salaries for each type of secretarial work 
have already been given, the purpose being to show the general 
range of salaries, the usual, and the approximate maximum to be 
expected under each of these main classifications. In the following 
discussion the types or classes are not specifically considered, but 
salaries are grouped together and presented as a whole, based on 
the usual salary found after varying numbers of years' experience. 1 

From 1,100 records in the Appointment Bureau, reports of 
727 salaries could be accurately used, and 297 more were taken 
from the records of Simmons College, making a total of 1,024 
salaries upon which the following discussion is based. Of this 
number, 375 were salaries of women with college training. Of the 
other 649, only a very few had had no high school education, the 
majority being high school graduates. As stated before, in this 
study of salaries $10 has been made the minimum, eliminating 
from the 1,500 or more Appointment Bureau records of so-called 
stenographers and secretaries about 400 that would be dealt 
with in a study of the stenographers receiving less than $10 per 
week. It is believed that this selection eliminates that large 
group of workers who have had very small and unsatisfactory 
preparation, and thus affords a better group for comparison with 
the college-trained woman. 

The most usual salary found occurring during the first year was 
$12 per week for the college -trained girl, $10 per week for the 
girl without college training. (For convenience we shall let C 
represent those who have had a college education and D those 
who have not had advanced training.) After two years' ex- 
perience the most usual salary found for C was $15, for D $11; 
after three years' experience the salary for C remains $15, that for 
D rises to $12; after four years the salary of C rises to $17, that 
for D remains $12; and after five years the most usual salary for 
C remains $17, that for D rising to $15. (See Chart 1.) The 
number of salaries recorded for C with more than 5 years' ex- 

1 The "most usual" salary was determined by finding the statistical "mode" 
for each group. The "mode" and the "median" were approximately the same 
in each case. King, Elements of Statistical Method, Chap. XII. 



OPPORTUNITIES IN SECRETARIAL SERVICE 



129 



perience is too small to base any average upon. For D the 
usual salary received after 5 years' experience, $15, remains 
constant up through eight years' experience, after nine and ten 
years rising to $16. (See Chart 1.) Although the "usual" 
salaries are based on comparatively few figures, the actual num- 
bers in each case being given on Chart 1, it is believed they are 
fairly representative of the group as a whole, and that greater 
numbers of salaries would only tend to smooth the regularity of 
advance. The table following shows the actual numbers upon 
which the foregoing statements are based. 



TABLE 1, SHOWING SALARIES RECEIVED BY WOMEN WITH COLLEGE 
TRAINING AND WITHOUT COLLEGE TRAINING AFTER 1, 2, 3, 4, 
AND 5 YEARS' EXPERIENCE. C INDICATES THE GROUP WHICH HAS 
HAD COLLEGE OR ADVANCED EDUCATION, AND D INDICATES THE 
GROUP WHICH HAS NOT HAD ADVANCED TRAINING. 











Number op Women receiving Salary Specified after 


Weekly 
Salary 


1 Year's 

Experience, 

in Group 


2 Years' 

Experience, 

in Group 


3 Years' 

Experience, 

in Group 


4 Years' 

Experience, 

in Group 


5 Years' 

Experience, 

in Group 


Totals 




C 


D 


C 


D 


C 


D 


C 


D 


C 


D 




$10 

$11 

$12 
$13 
$14 

$15 
$16 
$17 

$18 
$19 

$20 
$21 
$22 
$23 
$24 
$25 
$26 
$27 
$28 
$29 
$30 








34 

27 

40 

19 

32 

18 

5 

5 

2 

2 

1 


19 

1 
13 

2 

1 


7 
1 

11 
3 
7 

14 
4 
6 
7 
8 
3 

1 

1 

3 


25 

5 

15 

4 

7 
1 

1 


2 
2 
3 
3 
5 
8 
6 
4 
4 
1 
2 
2 

2 


17 

8 
29 
2 
3 
8 

3 

1 
1 


2 

2 
3 
3 

1 
2 
5 
2 
2 
5 

2 
3 


11 
2 

29 
8 
6 

14 
2 
1 
4 

4 
1 


1 
1 
1 

3 

2 
3 

2 

3 

2 

2 
2 

1 


7 
1 

17 
5 
9 

17 
8 
1 
7 

1 

1 


124 

48 

160 

46 

69 

91 

30 

28 

28 

13 

20 

5 

1 

8 



9 



1 



1 

1 


Totals . . 


186 


36 


76 


58 


44 


72 


32 


82 


23 


74 


683 



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OPPORTUNITIES IN SECRETARIAL SERVICE 



131 



The following table shows actual salaries and numbers receiv- 
ing the respective salaries after 6 and up to 18 years' experience, 
based on the records of women who have not had a college or 
advanced education: — 



TABLE 


2, SHOWING SALARIES RECEIVED 
TRAINING AFTER 6 AND UP TO 


BY WOMEN WITHOUT 
18 YEARS' EXPERIENCE 


COLLEGE 


Weekly 


Number of Women receiving Specified Salaries after Specified Years' 
Experience 


Salary 


6 

Years 


7 
Years 


8 
Years 


9 

Years 


10 
Years 


11 

Years 


12 

Years 


13 

Years 


14 

Years 


15 

Years 


16 
Years 


17 

Years 


18 

Years 


Totals 


$10 

$11 

$12 
$13 
$14 
$15 
$16 
$17 
$18 
$19 
$20 
$21 
$22 
$23 
$24 
$25 
$26 
$27 
$40 
$46 
$58 




7 
2 

18 
3 
9 

16 
1 
1 
7 

2 


2 

12 

4 

2 
16 
2 
2 
3 

3 

1 

1 


2 

9 

2 

7 

10 

4 

8 

3 
1 

3 


1 

2 
1 
1 
4 
3 
1 
5 

3 

1 

1 

2 


7 

6 

6 

12 

3 
9 

5 
1 

2 
1 

5 

2 
1 


1 

3 

1 
1 
3 

1 


3 

2 

4 
1 
1 
4 

4 
1 


2 
2 
1 

2 


1 

3 

1 
2 
1 

1 

1 


1 

2 
2 

1 
3 

2 


1 

1 

2 


1 
1 

1 

1 
1 


1 

1 
1 

1 


12 

3 

54 

18 

29 

74 

16 

12 

46 



26 

4 

4 

2 



14 



2 

1 

1 

1 


Totals 


66 


48 


49 


25 


60 


10 


20 


7 


10 


11 


4 


5 


4 


319 



The large proportion of salaries continues to group about the 
$15 point, with scattering salaries of $20, $22, and $25 per week. 
The three highest salaries reported, $40, $46, and $58 per week, 
were in executive positions. Speaking in general terms of the 
few salaries reported after 5 years' experience, for women who 
have had college training, $18 per week salaries predominate, 
$20 and $25 being not uncommon. 

Treating the salaries of C and D in another manner, after 
3 years' experience we find the largest per cent, of college- 
trained women (30 per cent.) receiving from $14 to $16 per week, 
while of those without the higher training the largest per cent. 



132 



VOCATIONS FOR THE TRAINED WOMAN 



(43 per cent.) receive from $12 to $14. After this same period, 
3 years, 11 per cent, of C receive from $18 to $20, while none 
of D receive this amount. After 5 years' experience we find the 
largest per cent, of C (22 per cent.) receiving from $16 to $18, 
and the same per cent, receiving from $20 to $22, while the 
greatest per cent, of D (35 per cent.) receives from $14 to $16. 
(See Chart 2.) 

Again, dealing with this group of salaries by quarters, we find 
in each case the college-trained woman's salary ranging higher 
than that of the woman without advanced training. Table 3 
expresses this grouping more in detail: — 



TABLE 3, SHOWING SALARIES RECEIVED BY 361 WOMEN WITH COLLEGE 
TRAINING AND 322 WOMEN WITHOUT COLLEGE TRAINING, SHOWN 
BY QUARTERS. C INDICATES THE GROUP WHICH HAS HAD COLLEGE 
OR ADVANCED EDUCATION, AND D INDICATES THE GROUP WHICH 
HAS NOT HAD ADVANCED TRAINING. 





Weekly Salaries Received after 




1 Year's 

Experience 
in Group 


2 Years' 

Experience 

in Group 


3 Years' 

Experience 

in Group 


4 Years' 

Experience 

in Group 


5 Years' 

Experience 

in Group 




C 


D 


C 


D 


C 


D 


C 


D 


C 


D 


First 
quarter 


$10-$11 


$10 


$10-$12 


$10 


$10-$14 


$10-$11 


$10-$14 


$10-$12 


$11-$15 


$10-$12 


Second 
quarter 


$11-$12 


$10 


$12-$15 


$10-$U 


$14-$15 


$11-$12 


$14-$17 


$12 


$15-$18 


$12-$14 


Third 
quarter 


$12-$14 


$10-$12 


$15-$18 


$11-$12 


$15-$18 


$12-$13 


$17-$20 


$12-$15 


$18- $21 


$14-$ 15 


Fourth 
quarter 


$14-821 


$12-$15 


$19-$25 


$12-$20 


$18-$23 


$13-$25 


$20-$25 


$15-$27 


$21-$29 


$15-$30 



From this group of about a thousand salaries, which we believe 
are fairly representative, it is apparent that the college-trained 
woman in secretarial service begins at a uniformly higher salary 
and advances more rapidly than the woman without such train- 
ing. Although the woman with advanced education may not 
necessarily be able to use her tools, stenography and typewriting, 
as skilfully as the girl who has taken up her technical training 
younger, the fact that she is more mature in years at the time 
she enters upon her vocation and is better equipped with a broad 
fundamental education has proved that she is more able to do 
constructive, individual, systematic, and conscientious work. 



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134 VOCATIONS FOR THE TRAINED WOMAN 



College-trained Secretaries. 

Preparation. Turning now to the girl who has had the advan- 
tage of a college education, it may be of value to the prospective 
secretary to know what college courses, in the opinion of other 
secretaries, are most pertinent for the work they are to enter. 
The following question was asked thirty-three college graduates, — 
" What subjects studied in your college course bore directly upon 
your secretarial work?" Following is a grouping of replies, given 
by combinations and listed under Economics, Science, History, 
and Sociology: — 

Number approving 
Subjects approved. l each subject or group. 

Economics 4 

Economics and History 3 

Economics, History, and Sociology 1 

Economics and Sociology 5 

Economics and Library Studies 1 

Economics, Library Studies, and History 1 

Economics and Science 1 

Total ^6 

Science 2 

Science and Library Studies 1 

Science and Mathematics 1 

Science and Economics 1 

Total 5 

History 4 

History and Mathematics 1 

History and Economics 3 

History, Economics, and Sociology 1 

History, Economics, and Library Studies 1 

Total 10 

Sociology 5 

Sociology and History 1 

Sociology, History, and Economics 1 

Sociology and Economics 5 

Total 12 

1 Duplications will be found under the various combinations of subjects. 



OPPORTUNITIES IN SECRETARIAL SERVICE 135 

This enumeration would appear to indicate that, based on the 
opinion of this group of college-trained secretaries, the study of 
economics, history, or sociology alone, or a combination of eco- 
nomics with history or sociology, is the most valuable preparation 
for secretarial service. 

To the question asked of 89 college-trained secretaries, "What 
foreign languages do you speak?" the enumeration of replies was 
as follows: — 

French and German 47 

French 19 

French and Spanish 2 

French and Italian 3 

French, German, and Italian 3 

French, German, and Spanish 8 

French, German, Spanish, and Italian 2 

German 4 

German and Italian 1 

Total 89 



The large number reporting French and German is undoubtedly 
due to the prevailing opportunity for the study of these languages 
in the secondary schools and in the colleges. However, experi- 
ence convinces us that French and German are the languages most 
usually called for in secretarial work. 

Owing to the diversity of types of work for the secretary and 
a corresponding variety of duties within each type, it is hard to 
make more definite suggestions concerning preparation in college 
for this vocation than are given in the previous discussions of 
classes of secretarial work. The individual tastes of the college 
girl, her special interests and outlook, and her personal character- 
istics must guide her in considering for which phase of secretarial 
work she is best fitted and for which she will prepare. 

A Study of the Salaries of Secretaries trained in Simmons College. 
The records of 371 secretaries who had been trained in the Sec- 
retarial Department of Simmons College proved a valuable 
source of information for types of initial positions, salaries, and 



136 VOCATIONS FOR THE TRAINED WOMAN 

successive progressions. This number includes those who com- 
pleted the prescribed four-year secretarial course, or a part of 
this course, and the one-year course open to college graduates. 
Seventy -five of this number were graduates of other colleges, who 
took the one-year secretarial work, the representation of colleges 
being as follows: — 

Smith College 18 Ohio Wesleyan College . . . 

Boston University 10 Colby College 

Radcliffe College ...... 9 Acadia College 

Vassar College 8 Cornell University 

Mount Holyoke College ... 8 University of Oregon .... 

Wellesley College 7 Bates College 

Tufts College 5 Wooster College 

Oberlin College 1 St. Lawrence College .... 

Bryn Mawr College .... 1 



It was difficult to classify the respective secretarial positions 
of these Simmons students by types and salaries, as the yearly 
data received from graduates are not uniformly full, nor are salaries 
given in such form that progressions from year to year can always 
be accurately determined. However, the classifications that 
follow are felt to be fairly representative. Of these 371 records, 
236 indicated the initial positions, and these were classified as 
follows : — 

95 were secretaries in educational institutions. 1 
32 were teachers of commercial subjects. 
16 were private secretaries. 
12 were secretaries in social organizations. 
11 were secretaries for physicians. 
7 were secretaries in law firms. 



The remaining 63 initial positions listed were mainly steno- 
graphic positions in business and commercial offices. 

1 Including secretaries in college offices, college departments, private secre- 
taries for professors, and secretaries in schools of all kinds. 



OPPORTUNITIES IN SECRETARIAL SERVICE 



137 



Of the 95 whose initial positions were in educational institu- 
tions, 71 recorded the first yearly salaries, as follows: — 



2 received 


$400 


1 received . 


$150 


5 received 


$780 


2 received 


$500 


6 received . 


$660 


1 received 


$800 


3 received 


$520 


1 received . 


$675 


1 received 


$832 


2 received 


$550 


1 received . 


$700 


1 received 


$840 


1 received 


$572 


5 received . 


$720 


2 received 


$900 


2 received 


$600 


7 received . 


$728 


1 received 


$950 


6 received 


$624 


10 received . 


$750 


1 received . 


$1,000 



The educational secretary receives a usual (modal) initial 
salary of $660 per year, while 30 per cent, of this group began at 
a salary of $750 or more. 1 Of this group, 23 were graduates 
of other colleges and had taken the one-year Simmons course, 
their initial salaries being as follows: — 



1 received . 


$400 


1 received . 


$624 


4 received . 


$750 


1 received . 


$520 


3 received . 


$660 


1 received . 


$780 


1 received . 


$550 


3 received . 


$720 


1 received . 


$832 


4 received . 


$600 


2 received . 


$728 


1 received . 


$900 



Based on this small number, the usual or modal initial salary 
falls between $660 and $720 per year. 

Of the 32 teachers of commercial subjects, 28 gave their initial 
salaries as follows : 2 — 

$750 
$800 
$850 



2 received . 


$400 


3 received . 


$550 


2 received 


1 received . 


$468 


7 received . 


$600 


2 received 


1 received . 


$475 


1 received . 


$650 


1 received 


4 received . 


$500 


4 received . 


$700 




Of this number, 8 


were graduates 


of other colleges: — 


2 receiving . 


$500 


2 receiving . 


$700 


1 receiving 


1 receiving . 


$650 


1 receiving . 


$750 


1 receiving 



For this class the most usual salary appears to be 

1 "Modal" salary, the most usual or most common. King, Elements of 
Statistical Method, Chap. XII. 

2 It should be noted that teachers of commercial subjects usually work 40 
weeks in the year and some doubtless supplement their earnings by additional 
summer stenographic work. This might raise the average salary a slight degree. 



138 VOCATIONS FOR THE TRAINED WOMAN 

Of the 16 private secretaries, 10 gave initial salaries as follows: — 

3 received . $600 3 received . $780 1 received . $1,000 

1 received . $720 1 received . $900 1 received . $1,200 

Only 2 of this number were graduates of other colleges, one 
receiving $720 and one $780. 

Grouping together all the initial salaries given, a total of 167, 
three groups of which are not included in the above detailed 
presentation, and 47 of which are salaries of college graduates, 
we find the salary of most usual occurrence of the 120 who had 
taken the four-year course to be $624 per year, or $12 per week, 
while that of the 47 college graduates is $660, or $12.70 per week. 
Greater regularity of figures would probably bring these salaries 
parallel. Chart III gives a picture of these initial salaries. The 
similarity of the general rise and fall of the two outlines is marked. 
The highest point of the dotted line indicates that 38 per cent, of 
the total number of college graduates (47) begin at an initial 
salary of from $700 to $800, while, as shown by the black point 
between $700 and $800, only 26 per cent, of the 120 taking the 
longer course begin within this group. Fuller and more com- 
plete data would doubtless tend to lessen these differences. 

The following table on page 140 shows salaries as far as it was 
possible to group them after 2, 3, 4, and 5 years' experience. 

While these numbers are too few upon which to base any re- 
liable averages, they give an idea of the height to which individuals 
of this Simmons group rise in a period of 5 years after complet- 
ing their training in the Secretarial Department. In each case, 
it should be noted, the highest salaries listed are received by the 
four-year secretarial students; e.g., $1,200 as an initial salary, 
$1,300 after 2 years' experience, $1,200 after 3 years' experience, 
and $1,500 after 5 years. It may be of interest to present a 
few notable individual progressions of secretaries who have done 
exceptionally well in a short period. 

One, who began as secretary in a college at $700 per year, after 
4 years received $1,300 as private or executive secretary. 

Another, who began as secretary in a social organization at 
k, in 2 years received $923, the next year $1,000 as secre- 



140 



VOCATIONS FOR THE TRAINED WOMAN 



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1 



OPPORTUNITIES IN SECRETARIAL SERVICE 141 

tary and treasurer of a manufacturing concern, the next year 
$1,200. 

Another, who began as secretary to the president of a college 
at $750, in 2 years received $1,000, in 3 years $1,100. 

Another, who began as assistant registrar at $675, after 2 
years received $1,000 as secretary in a law office, and in the fifth 
year from graduation received $1,500 as private and executive 
secretary. 

Still another began as secretary in a firm at $900, and after 
8 years in the same concern received $1,420. 

In spite of the limited amount of data taken from the Simmons 
College records, these figures, tables, and charts show a uniform 
initial salary above the average, and, as far as was discernible, 
fairly regular advances from year to year, varied by some few ex- 
ceptionally rapid advancements and unusually good salaries. 
On the whole, it may be said of this group that the best records 
reported are of those who have completed the full four-year 
Simmons secretarial course. This fact, if substantiated by 
fuller records of progressions and advancements, would indicate 
that the longer and more thorough grounding in stenography, 
typewriting, business methods, accounting, and cataloguing, 
allied with courses given in economics, history, languages, etc., 
as prescribed in the four-year secretarial curriculum, is more 
effective in results than the special one-year course taken by 
graduates of other colleges. 

General Conclusions. 

Before drawing conclusions regarding the field of secretarial 
service, let us emphasize particularly the personal element, so 
often the determining factor on the line dividing the position 
of the stenographer from that of the secretary. It is important 
that the girl looking ahead to executive secretarial work should 
know what personal qualities make for advancement, develop- 
ment, and success. 

Possibly the most frequent comment of praise on the part of 
employers is, "She has common sense." In truth, this epitomizes 
the following desirable qualities, seemingly different: thorough- 



142 VOCATIONS FOR THE TRAINED WOMAN 

ness, enthusiasm, tact, effacement of personal feeling, devotion 
to the interests of the employer, imagination, ability to meet 
people easily and pleasantly, an appreciation of the value of 
time, cheerfulness, a sense of humor, and, first and last, accuracy 
in matters small or great. 

As a vocation in itself, secretarial work may be said to have 
marked limitations, but as an apprenticeship or training school 
it is unrestricted in opportunity. The secretarial field is not 
overcrowded with competent women ; it is a growing field, and one 
of immense variety. We combine here the opinions of various 
secretaries regarding the advantages and disadvantages of their 
work. It is a dignified work, not so physically or nervously 
tiring as teaching. It is work which at the end of the day may 
be left at the office. It gives an excellent self -training and a prac- 
tical knowledge of the working side of life. It is a tool with which 
the way may be opened into many fields of broader work. It 
offers opportunity for working with and for educated people 
and affords mental stimulus. Its limitations, however, are 
apparent. Promotion too often depends upon the employer's 
individual estimate of the secretary's value to him. Change from 
one secretarial position to another often means financial sacrifice, 
as quickness and skill do not make the secretary, and, no matter 
how technically efficient a secretary may be, her commercial 
value depends largely upon her intimate familiarity with the 
details of her employer's occupation. And, finally, in a large 
proportion of stenographic positions the duties are essentially 
routinary and mechanical, offering little opportunity for individual 
or initiative work. 

With the development and increasing use of mechanical office 
appliances, phonographs, dictaphones, adding machines, and 
stenotypes, which can well be handled by intelligent girls who 
are, however, not equipped for secretaries, we may look for more 
specialized and higher duties for the secretary. A partial 
elimination of her present mechanical routine, giving her more 
opportunity for executive work, reference work, statistical work, 
and office development, will tend to broaden her field and at the 
same time demand of her a larger and more specialized training. 
In addition let the intelligent secretary be wide-awake to current 



OPPORTUNITIES IN SECRETARIAL SERVICE 143 

affairs, let her take a sincere interest in her employer's business 
and those affairs pertaining to the civic, social, and political life 
about her, let her feel and show a genuine pleasure and pride in 
her work, let her make her service a continuous education, realiz- 
ing that technique is of no avail unless supported by a broad 
general knowledge. In this way she will render service in the 
secretarial field. 



CHAPTER IV 

OPPORTUNITIES FOR WOMEN IN THE 
BUSINESS OF REAL ESTATE 

(Based on a Study in Boston and Suburbs) 
ELEANOR MARTIN 



OPPORTUNITIES FOR WOMEN IN THE BUSINESS OF 
REAL ESTATE 

(Based on a Study in Boston and Suburbs) 

Introduction. 

Women have already become interested in the real estate busi- 
ness as a profession, and the following study has been made with 
a view to discovering the qualifications essential for success and 
the general conditions of the business which may make it a possible 
opening for women in the future. In order to secure this knowl- 
edge, it has been necessary to learn the experience of men now 
engaged in it, since until recently it has been exclusively the busi- 
ness of men. But the effort has also been made to learn from 
women real estate dealers the actual conditions as they have 
found them, as well as the outlook from the woman's point of view. 

The statements given below are based upon information gath- 
ereed from interviews with 15 real estate brokers of Boston, in- 
cluding 22 women brokers, or approximately all of the women 
now engaged in the business in this city, and 53 men who represent 
the most reliable Boston firms and whose opinions on the subject 
are therefore deserving of considerable weight. 1 In the absence 
of any available description and because of a failure to under- 
stand its professional importance, an outline of the situation and 
of the special features characteristic of the business in Boston 
seems essential as an introduction to the detailed study of returns 
from the interviews. 

General Situation in Real Estate in Boston. 

Within recent years a decided change in real estate business has 
taken place, largely due to the difference in the type of men who 
have gone into the business. A member of one of the largest and 

1 In the Boston business directory for 1911, 1,163 names are registered as 
real estate brokers. 



148 VOCATIONS FOR THE TRAINED WOMAN 

most successful firms in Boston has said that, when he began 40 
years ago, he was the first man to take into his office young college 
men with a view to teaching them. Prior to this time, real estate 
men were, as a rule, elderly men, many of whom had failed in their 
chosen vocations, — "wrecks of fortune," as they were referred to 
by 5 of the men interviewed. In fact, of the 11 men who spoke 
specially of the type of men in the business, all were agreed that 
until recent years an impression has prevailed that all one 
needed to become a real estate broker was an office, or even a 
desk. While it was somewhat difficult to learn just what con- 
ditions led to the choice of real estate as a vocation by the men 
interviewed, it seems probable that 7 worked their way up in 
the business, beginning as young boys. Nineteen represent the 
college type of men, very progressive and of keen business ability. 
Eighteen seem to belong to the older generation of able, reliable, 
and conservative men, who definitely chose real estate as a voca- 
tion, while possibly 9 of these men may represent the class who 
drifted into the business, but who proved that they had sufficient 
ability to make a success of it and to remain in it. 

Just when the change came from the idea of "real estate" as a 
makeshift to that of "real estate" as a profession for which special 
ability and special training were necessary it is difficult to state. 
It is equally difficult to explain just what causes led to the change, 
but it is quite certain that, as population increased, as enlarged 
and better transportation facilities opened up, as new areas of 
land extended farther and farther from the heart of the city into 
the surrounding country and suburbs, the problem of finding a 
location adapted to the individual needs has become vastly more 
complicated and one demanding for its solution genius and an 
ability of a particular kind. Obviously, the ordinary individual 
has neither time nor knowledge sufficient to meet the question of 
where to locate, whether he desires a location for business pur- 
poses, for a home, or for investment. He must depend upon 
some individual who understands the social, political, and moral 
conditions of certain districts as well as the actual land values 
in those sections. Undoubtedly, this enlarged demand for definite 
and practical understanding has had much to do with improving 
the type of men who have entered the field as real estate brokers. 



OPPORTUNITIES IN BUSINESS OF REAL ESTATE 149 

The great competition which has existed and still continues 
to exist in the business was emphasized by 27 brokers. They 
called attention to the 1,100 real estate brokers registered in the 
city directory, stating that many of these do some real estate busi- 
ness in connection with another occupation. 

Real estate is probably the one line of business in which capital 
is not essential. Of the 53 men brokers, questioned, only 3 con- 
sidered capital as essential, and then only as useful for buying 
real estate in a low market to hold for advance in price. Twenty- 
five men were very decided in thinking capital not an essential 
in the business. One man who has a very large office, with 25 
to 30 men in his employ, said that he had always refused to em- 
ploy sons of rich men, as he wanted men who were more likely 
to use energy in pushing sales in order to make large commissions 
than to look for opportunities for speculation. The man with 
capital, who buys for speculation, makes up only one class among 
real estate brokers, and rarely enters the field as a general broker. 

Since real estate is the legitimate business of 1,100 people in 
Boston and of an indefinite number who make it a side issue, the 
competition fosters every form of dishonesty and attracts some 
undesirable men to the business. It is for this reason that the 
better class of brokers are urging the Federal Government to 
demand a license fee from real estate brokers, — a fee of from $50 
to $500 or even $2,000. So far custom alone regulates charges, — 
custom formulated somewhat definitely by the Real Estate Ex- 
change, as is shown by the schedule of brokers' commissions on 
pages 150 and 151. Upon these details the courts have set their 
approval in any case brought for trial. In spite of the fact that 
there is much irregularity in the business, it would seem that no 
flagrant violations of the unwritten law have been found. 



Special Features of Real Estate Business Characteristic 
of Boston. 

Much of the real estate business is carried on by general brokers 
who do all kinds of real estate business. The brokers buy and sell 
real estate either for themselves or on commission. The insur- 
ance for this property is also usually left in the hands of the 



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152 VOCATIONS FOR THE TRAINED WOMAN 

broker. After the broker is established and has become well 
known, he handles more or less trust property. This brings 
in a steady income, and is one of the phases of business which 
seems to be most desired. In addition he may secure and 
place loans and mortgages for his customers, which in some 
firms is an important part of the business, for it is said that bor- 
rowed money is used either as a construction loan or as a mort- 
gage on the building itself in many of the apartment and dwelling- 
houses now being built. Indeed, some brokers make develop- 
ment of land an important part of their work; that is, buying the 
land and building upon it with their own money, if possible, or 
with borrowed capital, if necessary. The general broker is to a 
greater or less extent also the real estate agent who leases houses 
or apartments and who has general care of property, including 
charge of repairs, but the returns are much less in comparison 
with the time and labor expended. There were 16 general 
brokers among the offices visited. In 3 other offices a general 
business was done, with the emphasis laid upon rentals, while in 
another the mortgage side of the business was most prominent. 

Some of the large offices and some of the small well-established 
firms do a special line of business. These offices naturally divide 
into the large conservative office, the large progressive office, 
and the small general broker or one-man office where one line 
of business only is emphasized. The large conservative office, 
represented by 8 of the firms visited, has a splendid office equip- 
ment, a well-established reputation, and devotes practically its 
entire attention to the care of trust property, buying and sell- 
ing as necessary. To succeed, the firm must care for property 
valued at millions of dollars in order that the commission from 
the business may be profitable. In the large progressive business 
office, represented by 16 firms in Boston, the machinery is most 
elaborate and complicated, demanding a keen business man 
at its head and employing from 3 or 4 to 25 or 30 men, each in 
charge of a certain line of work or responsible for all the real 
estate business in a certain section or suburb. The men usually 
work on a commission basis in these large offices, and, if clever, 
are able to make large incomes, often ranging from $5,000 up. 
In fact, one broker said that several of his men had grown rich 



OPPORTUNITIES IN BUSINESS OF REAL ESTATE 153 

in the business. The small general broker usually specializes 
either in locality or kind of property. In a certain section he 
endeavors to cover all lines of real estate work, renting and caring 
for property, buying and selling property, and placing loans 
and mortgages. About 9 of these offices were found among 
those visited. Other offices look after a special kind of prop- 
erty, as, for example, 6 brokers interviewed deal with business 
offices in the down-town section of the city, and 2 attend to 
the buying and selling of manufacturing plants, studying con- 
ditions in various localities with a view to changing or estab- 
lishing the location of such industries when necessary. Seashore 
property or country estates and farms, are lines in which 3 
other brokers specialize. One man handles mainly the mortgage 
end of the business. 

All kinds of combinations are made in various offices, and it 
is quite common to find co-operation between several different 
firms, each of which is specializing in some one line or in some one 
locality. The agreement is merely a division of commissions. 
The plan of co-operation, however, gives rise to another class of 
brokers known as "curbstone brokers," men who are said to 
"have their offices in their hats." These men have no offices, 
often not even desk room, but they hear of business through the 
large offices or possibly in corridors or by chance conversation 
on the street. They devote their energies to carrying through 
transactions learned of in this way, independently if possible, 
or if not, in connection with another office, and so secure the 
commission or at least a share of it. An instance of this was 
given by a broker who said that often one of these curbstone 
brokers would come to his office on some pretext which often 
necessitated his waiting in the main office a few minutes, and 
sometimes even an hour or more, hoping during this time to 
overhear something which he could work out into a commission 
for himself. 

The outlook in Boston is not encouraging, due partly to the 
unique character of the situation, partly to the high cost of build- 
ing materials, and partly to the high tax rate. In real estate, 
as in some other lines of business, the city is conservative, and 
business is not carried on with the rush and whirl of many western 



154 VOCATIONS FOR THE TRAINED WOMAN 

cities. Real estate does not change hands easily nor frequently. 
Property values have remained almost the same for the last 10 
or 12 years. On some streets and in some localities they have 
even decreased in value, as the residential section has been crowded 
farther up town by the movement of the commercial centre. 
Down- town large commercial buildings, which were put up with 
the belief that they would pay at least 4 per cent, on the invest- 
ment, are, so it is said, paying only 2 3^ per cent. While the papers 
report at times numerous sales, in the majority of cases it is 
claimed that property is exchanged rather than sold outright. 

Brokers give various reasons for the unsatisfactory condition 
in Boston, but no one seems to feel entirely certain that he has 
solved the problem. Of the 61 dealers who referred to the gen- 
eral condition of the business in Boston, 6 said the outlook was 
good, 10 that it was fair, and 24 that it was very poor, while of 
the women 14 said business was good, 5 that it was fair, and only 
2 referred to the outlook as poor. The reason for this difference 
of opinion between men and women in regard to the business 
outlook will be considered later. Here it is essential merely to 
discover why so many feel that real estate business in Boston 
promises so little. First, the failure of large commercial and 
manufacturing plants to locate in Boston is one reason assigned, 
due, it is said, to the desire of some of the most influential 
business men that the city should retain its conservatism rather 
than become progressive. Second, the general opinion among 
the brokers visited was that Boston's failure to make use of 
its harbors and water supply for large commercial and manu- 
facturing interests tended to make real estate transactions 
slow and to offer little opportunity for investment of capital 
in this locality. Third, comparatively few of the real estate 
brokers, possibly some dozen of the old-established firms, do 
most of the business. 

This "cut-and-dried" character of the business, in terms of 
real estate men, is undergoing a change in recent years. Hereto- 
fore a man who had real estate to sell or who wished to buy 
would consult his real estate broker only. To-day he goes to 
several brokers, with all of whom he is more or less well ac- 
quainted. He leaves a statement of his needs either for buying 



OPPORTUNITIES IN BUSINESS OF REAL ESTATE 155 

or selling, and finally carries out the business transaction with the 
broker who first finds what he desires. This is introducing keen 
competition. It becomes a matter of wits. The man who puts 
in the most energy, who is able most quickly to meet all require- 
ments, finally makes the sale and earns the commission. As a 
result, a broker may no longer advertise the property which he 
has in charge and remain in his office to answer people who come 
to him, but he must solicit business. He must keep constantly 
in touch with men and women who have money to invest and may 
possibly be interested in some new proposition. He must not 
only supply their wants, but he must anticipate them. He must 
keep constantly on guard lest some slip in his arrangements hinder 
the final trade, or some broker step in ahead of him and secure the 
commission. 

No very definite idea of the income from the business can be 
gained, as so much depends upon the individual, but the 10 who 
discussed the question thought that in Boston some dozen firms 
which did most of the business had a yearly income of over 
$10,000, ranging possibly to $50,000, and about 50 firms an in- 
come of from $5,000 to $10,000, while the rest of the men in the 
business were making a living or little more. The nearest ap- 
proach to a definite statement given in regard to income was 
that a man of good ability in handling real estate should, after 
the first year or two, make from $3,000 to $5,000 a year, with 
possibilities beyond this according to his abilities. 

In the suburbs about Boston, which are rapidly becoming 
manufacturing centres and where population is increasing more 
rapidly than in the city itself, the outlook is more encouraging. 
Even there, however, the cost of building materials is so high 
that there is little inducement for men to invest money in build- 
ings. Probably also the high taxes and the possibility that capi- 
tal invested in stocks and bonds may escape taxation have kept 
Boston capital from seeking real estate as an investment. In 
New York, where population is growing so rapidly that the prob- 
lem of housing the people is a serious one and where land is just 
now being opened up in suburban localities, the real estate busi- 
ness is much more alive than here. 



156 VOCATIONS FOR THE TRAINED WOMAN 

Experience of Men in Real Estate Business. 

So far we have considered the general characteristics of the 
real estate business in Boston, noting those special features 
which might be of interest to a man or a woman about to enter 
this profession. It remains now to study somewhat more in 
detail the character and qualifications which are considered essen- 
tial by men who have succeeded in the business. It is also of 
value in our study to learn from men of recognized ability and 
standing what, in their opinion, is the opportunity for women and 
particularly the reasons for their approval or disapproval of a 
woman as a real estate broker. 

Only 3 dealers considered it essential that the man who be- 
comes a real estate broker possess capital, yet all felt that it 
was desirable to have or be able soon to acquire a large circle 
of friends or acquaintances who had capital to invest. The 
man who would win for himself success as a broker should be 
keen, alert, persuasive in argument and able to inspire confi- 
dence, of good judgment, honesty, and tact. He must also 
be a man of much patience and persistence, never dismayed at 
rebuffs nor discouraged at long delays in sales. He should have 
not only a thorough knowledge of property in the immediate 
section in which he has property to handle, but information re- 
garding social, political, and moral conditions in all similar locali- 
ties. He must also possess information regarding the history of 
sales, taxes, and building, especially of all houses similar to those 
which he has in charge. Some knowledge of real estate law is 
essential, but may be acquired fairly easily while learning the 
business. Add to all these qualifications, in the words of several 
brokers, the trade instinct, a good appearance, a pleasant manner 
of approach, and a good voice, and one is well equipped for the de- 
mands of an ordinary real estate broker. But, if one be ambitious 
to control a large extensive office, he must be a man with unusual 
executive and organizing ability in order to set in operation and 
guide the machinery of a modern real estate office. 

When a boy or a man, no matter what his education, enters 
the real estate business with a view to making it his life-work, 
he begins practically as errand boy. He goes out to tack up 



OPPORTUNITIES IN BUSINESS OF REAL ESTATE 157 

signs, he hears the talk of the office. As soon as possible he is 
promoted to the position of clerk or runner, where he attends to 
calls that come in to the main office. He answers questions and 
explains about property advertised for sale or to rent. He is 
sent out to solicit business. For instance, when a large office is 
given charge of a big commercial building in which are vacant 
offices, he with 6 or 8 other men interview perhaps a 100 men 
a day, to interest them to move into the new building. When 
a man proves he has ability, he is allowed occasionally to show 
property, and, if he have a real estate instinct and initiative 
which keeps him alert to possibilities on these trips, he is 
advanced to the position of assistant to some man in charge 
of a special suburb. Here he learns the entire routine of 
work, studies the general situation, and learns how it affects 
real estate in that locality. From this position he may be 
promoted to full charge of some suburb, where he may work 
out his theories and prove his ability to interest, persuade, 
and deal with people. 

The pertinent question arises, To what extent can women meet 
these qualifications and secure this experience? As a rule, the 
men who were interviewed seemed somewhat dubious as to the 
field for women. To most of them the proposition came as a 
new idea, and this may account for the number of decided nega- 
tives. Of the 52 answers received, only 3 admitted that they saw 
no reason why a woman who had the necessary qualifications, 
ability, and training should not make as much of a success as a 
man. She has already succeeded, they said, in law and medicine, 
professions supposed to belong entirely to men. Eleven con- 
sidered it a possibility, but of these 6 felt that they would not 
advise the attempt. They suggested that some lines of the 
business might be carried on by women, as renting or leasing 
apartment houses, but they seemed very positive that a woman 
could not handle down-town property, such as large office build- 
ings or stores. Some were quite sure a woman could not put 
through a sale, while others felt that at best she could only do 
it occasionally, perhaps in a strictly suburban business where 
she was well known. A few thought she might be able to handle 
the mortgage end of the business, for there very little would be 



158 VOCATIONS FOR THE TRAINED WOMAN 

left to her judgment, and people who had capital to invest could 
verify her statements. 

Thirty-eight men, however, were strongly of the opinion that 
not only was there no opportunity for women in real estate 
business, but that it was not an occupation which would attract 
women. The reasons given for this feeling are valuable, even 
though not conclusive, as presenting the difficulties which a 
woman who goes into this line of work must face. Twelve men 
thought that the very conditions of the business made it essen- 
tially a man's work and not a woman's. Nine spoke particularly 
of the fact that it is necessary to solicit business on the streets, 
in offices of all sorts, and to deal almost entirely with men. One 
of the most serious difficulties was presented by 7 brokers who 
deprecated the necessity of showing vacant houses at any time 
convenient to the customer and to any class of people. After 
a business was once established, a woman could doubtless control 
more or less the character of the people with whom she would do 
business, but at first she must show property to whomsoever came. 
Other serious drawbacks were given. The woman must go into 
saloons possibly to collect rents. She must look after theatre 
property. She must collect rents from unruly tenants by force, if 
need be, or at times eject the tenants, removing windows on cold 
December days, turning off gas or water, sometimes even setting 
furniture into the street. In looking after repairs on the prop- 
erty under her care, she must go up to the roof to look after leaks 
or supervise work done by plumbers or painters or carpenters. 
At times she must use ladders to fasten a "To Let" sign in win- 
dows or on buildings. One of the most serious difficulties was 
that stated by 2 men who thought women temperamentally un- 
able to endure the hard nervous strain and discouragement of 
the business, for example, the loss almost at the last moment of 
a sale over which she had worked for several months. Seven men 
thought the real trouble for women would be to gain the oppor- 
tunity to learn the business, for most of the better class of real 
estate offices were opposed to admitting women on the same 
footing with men. 

The fact of significance in these criticisms is that so few brokers 
interviewed were aware that there are at present in Boston at 



OPPORTUNITIES IN BUSINESS OF REAL ESTATE 159 

least 22 women who have been actively engaged in real estate 
business for periods of time varying from 5 to 25 years. Seven 
men had heard more or less definitely that there were some women 
who had attempted to carry on real estate business, but believed 
they had not succeeded, as they had heard no more from them. 
However, 1 or 2 women were referred to by at least 2 brokers 
as doing a small, reliable business and making a good living 
or perhaps more. This would seem to indicate that, while Bos- 
ton is conservative and while general competition is keen, there is 
a field for women where they may take up a line of work and 
have a clientele quite distinct from that of men, and so be apart 
from the competition of the regular business. It would seem also 
to indicate that up to the present time women have not been 
able to gain an important position in the real estate world. At 
present they are at the same stage of education and opportunity 
in the business that men were when the movement toward a 
higher standard in real estate professional requirements began 
40 or 50 years ago. 

Experience of Women in Real Estate Business. 

Up to this point we have considered only the attitude of men 
who are engaged in the real estate business. There are, how- 
ever, a number of women in Boston in this occupation. It is 
difficult to state the exact number, as many are registered by 
initials, which makes a special visit to each office necessary. Of 
the 75 real estate brokers interviewed, 22 were women. Nearly 
all types of women are represented except the college woman. 
Very few had had training for the business. One had studied 
law, another had worked for some years in the office of the registry 
of deeds, 4 had worked for some time as clerks in real estate 
offices, and 6 had had charge of their fathers' estates or property 
for a short time, while 10 had had no experience in real estate. 
Twelve spoke of the length of time in which they had been en- 
gaged in real estate business. Of these, 5 had had less than 5 
years' experience, 3 from 10 to 20 years', and 4 from 20 to 26 
years' experience. 

Among the women interviewed, the proportion of those who 



160 VOCATIONS FOR THE TRAINED WOMAN 

considered real estate business to be good in Boston was con- 
siderably larger than that among men; 14 of the 21 women who 
replied to the question considered it good as compared to only 6 
of the 40 men answering the question. The explanation is simple. 
Men measure the returns of the less successful with those of men 
who are doing the largest business. Women measure their re- 
turns in real estate with those which they would receive as 
stenographers, clerks, or in similar occupations, and thus find the 
results large and consider the outlook promising. 

In reply to the question as to what income one might expect 
in this business, the women interviewed, just as the men, found 
it difficult to make any exact statement, saying that the income 
varied, depending upon the individual and upon conditions. 
Several stated that at first the income had been very uncertain, 
but that, after they were once really started in business, the in- 
come had been good. Seven women gave as estimates of a possi- 
ble income under favorable conditions sums ranging from $800 
to $1,200, if a woman began entirely without capital. If, how- 
ever, she had capital, and used this to good advantage in buying 
property at a low figure and selling later at an increase, she might 
make from $2,000 to $5,000 a year. One woman, who had no 
capital to start with, but who worked with borrowed money 
entirely, developing land and putting up buildings, said that 
from the first her income had been from $5,000 to $10,000 a year, 
and often more. Another woman, who had a good deal of cap- 
ital when she began, and who devoted her entire energy to mort- 
gages and loans, said she considered $5,000 a year very small, 
and that her income ranged from that sum to $20,000 a year. 
The majority of these women, however, were much more mod- 
erate in their expectations. It is important to notice that, while 
most of the women now in the business have a lower standard 
for income than most of the men interviewed, yet a few are able 
to see for women possibilities of income comparable to that 
which the best type of men expect, suggesting that the oppor- 
tunity is waiting for women of larger ability and training and 
initiative. 

Only one woman considered the difficulties referred to by men 
grave enough to deter them from the business. Sixteen ap- 



OPPORTUNITIES IN BUSINESS OF REAL ESTATE 161 

proved strongly the work for the mature, self-possessed woman, 
while 5 were doubtful, not that success in this field was possible 
to women, but as to the wisdom of trying to cope with existing 
difficulties. 

In addition to the financial advantage of the real estate business, 
women approve of it for women because so many details touch 
immediately home life. They understand better than men the 
importance of details, not only of arrangement of the house itself, 
but as to its location, its access to trains and electric cars, and the 
importance of neighborhood conditions. Particularly in renting 
and leasing houses the business has to be done with women, who 
usually look over the ground, leaving the final business arrange- 
ments to be done at the main office by their husbands. For these 
women it would be much easier to deal with a woman agent. In 
fact, this is one line of real estate work which several men referred 
to as being the most promising for women. As one man said, 
"Most men hate the renting end of the business, and would be 
glad to turn it over to a competent woman." 

As has been already suggested, some lines of real estate busi- 
ness seem much more desirable for women to undertake than 
others. Women seem intuitively to have recognized this, and so 
far to have avoided the undesirable lines. For instance, no woman 
seems to have attempted to deal at all in selling farms or in 
handling down-town property, which includes the control of 
office buildings, stores, theatre buildings, and manufacturing 
plants. In fact, only 7 of the women interviewed do a general 
real estate business in the city, and of these 2 said they did 
comparatively little with renting or caring for property, as it 
demanded too much time. Three confine their work almost en- 
tirely to placing loans and mortgages, — another line which several 
men suggested might be possible for women. One of these 
women, however, specializes also somewhat in selling land. One 
woman deals in seashore property, buys land, and with bor- 
rowed capital builds upon it, — a line of work which men ques- 
tioned as possible for women. Two women specialize in selling 
lodging-houses, one at the South End and the other in the Back 
Bay district. This work calls for an unusual amount of tact, 
and, as the business is confined almost entirely to women, seems 



162 VOCATIONS FOR THE TRAINED WOMAN 

to be properly the work of the woman broker. Four women 
give their entire time to renting houses and caring for property, 
doing occasionally a little buying and selling for their customers. 
Six women have specialized in one particular suburb, and are 
doing there a general real estate business in all its branches. 

Women have been able to avoid some of the other unpleasant 
features in actual practice. That this business necessitates being 
out in all kinds of weather, that it means hard work and often 
irregular hours and meals, women recognize, yet several found the 
life much less trying than that in the store or office. Most of these 
women have found that a certain quiet forcefulness was as effect- 
ive in dealing with rough, ignorant men and with unruly tenants 
as the man's more violent actions and oaths. Regarding the 
dangers and unpleasantness of showing houses to all sorts of 
people and the difficulty of soliciting business, all of the women 
admitted that these conditions demanded maturity, wisdom, and 
much strength of character. But almost every woman in the 
business stated that she herself had never experienced anything 
disagreeable, and thought the entire question depended upon 
the woman herself. 



Conclusion. 

That women have already made a beginning in real estate 
business must be accepted. So far, apparently, the profession has 
not attracted women of the same degree of education and train- 
ing as men who are now prominent in the business, but there 
are already in it women who are serious, earnest, and progressive 
enough to pave the way in a new profession. These women have 
already done something to overcome public prejudice and to 
establish confidence in woman's business judgment and ability. 
They have made it plain that women in certain lines of real estate 
work need not come into unpleasant competition with men; that 
women brokers will be appealed to by women wishing to buy 
or to rent houses or to invest capital in houses or mortgages; 
and that opportunities will undoubtedly develop more along every 
line. They have shown that there is an opportunity for the 
woman who wishes to speculate in selling or developing land. 



OPPORTUNITIES IN BUSINESS OF REAL ESTATE 163 

But perhaps more than all else they have proved that it rests with 
the individual woman herself whether the competition with men 
and the intercourse with people in general, which must necessarily 
be a part of securing real estate business, shall be of an unpleasant 
and impossible nature or not. Some difficulties are yet to be 
overcome and some problems to be met, and it remains for the 
woman of larger training and business experience to grasp the 
situation and handle real estate in the more progressive style 
already adopted by men of the best type. 

Undoubtedly, the most serious problem at present is the matter 
of securing the necessary training and experience to fit women 
to take up the problems of real estate. Both men and women 
recognize that for either a man or a woman the initial steps are 
difficult, and particularly so for a woman. Five men inter- 
viewed declared the best way to secure this opening would be to 
begin by getting a few houses to rent and working up from that. 
Fourteen said, " Start in at once, without training, use one's own 
initiative, and go ahead," 2 suggesting desk room in a real 
estate office where one would hear the subject talked constantly. 
Five advised an office in some suburb where one had many friends 
and acquaintances; 31 saw no way but to secure some position 
in a real estate office; 4 advised particularly a clerical position, 
if none other was possible, and considered this the only practi- 
cal way of really learning the business. Of the women who gave 
suggestions on this subject, 16 thought by far the best way was 
to secure some position in a real estate office, as stenographer, if 
necessary, in order to learn the general details of the business; 
but, if this were not possible, 9 advised starting independently, 
5 preferring a suburban business at first. 

While both men and women recognize the advantage of practical 
experience, both admit the difficulties of securing it. Some 
women are willing to take women into their offices as assistants 
to learn the business, but none of the large best type of men's 
offices would consider the woman clerk, no matter how clever and 
business-like she might be. The reasons given were mainly those 
of chivalrous men. They felt that it would be impossible to 
send a girl out to do all sorts of things and to all sorts of places 
as they could a boy. It would be necessary to discriminate, and 



164 VOCATIONS FOR THE TRAINED WOMAN 

this, as one man said, he was "too busy to do." In one office 
where the manager was asked if he would be willing to take a 
young woman as clerk, the reason for his refusal was that his 
customers would not like it. 

After meeting these objections over and over again, one comes 
finally to the conclusion that, while it may be very desirable for a 
woman to get practical experience as clerk in a man's real estate 
office, while the field is new, women must get their training and 
experience in some other way. There are already some schools 
where courses in real estate are offered, but so far many of these 
are open only to men, as, for example, the courses offered at the 
Young Men's Christian Association. There are, however, nu- 
merous correspondence courses open to women which are more 
or less valuable, and which give the essentials in real estate, law, 
and business management. In the various business colleges, too, 
some training is given in commercial law, but this is hardly suffi- 
cient to meet the needs of a woman who desires to learn the 
business. 

By far the best possibility for the woman is through the enter- 
ing wedge of stenography. In her training for this position it 
should be possible for a woman to secure at some strictly vocational 
school — as, for example, Simmons College — not only a thorough 
course in stenography and typewriting, but also in the allied 
subjects. The course might be so expanded that a woman who 
desires to specialize in real estate might elect such subjects as 
the making of leases and mortgages, a study of land values, in- 
surance, etc., where she could learn all details connected with real 
estate business. With this training she should be able to secure 
a good position as clerk in a real estate office and learn some of 
the practical details of the business. She would meet people 
who were interested in real estate problems, and would hear 
them discussed more or less fully. The woman with ability 
along this line would thus be able to get practical experience 
sufficient to start business for herself. 

Doubtless, when women of the same education and business 
training as men enter this field, they will be able to win and hold 
the respect and confidence of men in the business, as well as that 
of the public, and place real estate on a higher professional 



OPPORTUNITIES IN BUSINESS OF REAL ESTATE 165 

plane for women, just as men of splendid business ability and in- 
tellectual attainments have been able to give real estate busi- 
ness a different standing for men. Women have been pioneers 
in this line of work and have "blazed the trail" for other women 
who are to follow, and their experience is of utmost significance 
for purposes of this study. 



INDEX 



INDEX 



Accountancy, opportunity for women, 
120-121. 

Agricultural Colleges, influence on 
New England farming, 7, 8, 10; 
attitude of farmers towards, 11; 
influence on development of New 
England orchards, 25, 26. 

Agriculture, 1-69: training, 3; choice 
of location, 4; labor problem, 4, 
11, 12; modern methods, 7-8; 
specialization, 8; intensive farm- 
ing, 8; average size of farms, 9; 
seasonal conditions, 11; problem of 
markets, 12; outlook in Massa- 
chusetts, 67. 
Opportunities for women, 1-69: limi- 
tations of field, 3-4; types of 
work adapted to women, 3; labor 
problem, 4; training and experi- 
ence, 4, 68; capital required, 69. 

Apiaries, see Bee Culture. 

Appointment Bureau, Women's Edu- 
cational and Industrial Union, 
aim, xv ; publications, xvi; voca- 
tional information, xvii; records of 
secretarial workers, 115-116. 

Armenians, standards of living, 22. 

Associated Charities, work, 89; dis- 
trict secretaries, 95; training, 95; 
salaries, 95; opportunity for ad- 
vancement, 95; number of women 
employed, 103. 

Association of Collegiate Alumna, 
co-operation with the Women's 
Educational and Industrial Union, 
xvi, 79. 

Attendance Officer, employment of 
woman as, 78; duties, 102; salary, 
105. 



Banks, opportunity for women as sec- 
retaries, 119-120. 

Bee Culture, 54-60: importance as 
industry, 54, 55; statistics regard- 
ing, 54-55; conditions of business, 
55-58; profits, 56, 58-60; land re- 
quired, 56; size of plant in cases 
studied, 56; training, 56; special 
lines, 56-57; raising queens, 57; 
labor problem, 57, 60; expenses 
involved, 57, 58, 59; capital re- 
quired, 57-59; outlook in business, 
58-60; investments, expenses, re- 
turns and profits in business, table 
showing, 59; requirements for suc- 
cess, 60; opportunity for women, 
60. 

Bees, when imported into Massachu- 
setts, 54; use by market gardeners, 
57; value on farm, 60. 

Boston, extent of social work in, 83- 
84; number of women holding 
social service positions, 84. 

Business Firms, secretarial positions 
in, 119-121; requirements, 120; 
salaries, 120, 121. 

Cambridge, extent of social service in, 
87; number of women engaged in 
social work, 87. 

Child Welfare, organizations working 
for, 89-90. 

Church Worker, salary problem, 93. 

Club Leaders, in settlements, 99; 
salaries, 99. 

College Education, advantages of for 
secretaries in educational institu- 
tions, 124-125. 



170 



INDEX 



College Women, interest in secretarial 
work, xvi-xvii; salaries, 128-133, 
135-141; college-trained secreta- 
ries, 134-141. 

Court Reporters, 123-124: number 
of women in Massachusetts, 123; 
salaries, 123; requirements, 123; 
examinations, 124; training, 124. 

Curbstone Brokers, work, 153. 

Dairy Farming, 61-67: outlook in 
business, 4, 66; conditions in busi- 
ness, 61-66; training, 61; capital 
required, 61, 63-64; size of farms, 
62; labor question, 62, 66; wage 
paid, 62; labor cost, 62-63; em- 
ployment of Italian women, 62; 
expenses, 62-66; prices paid for 
milk, 63; investments, expenses, 
and profits in industry, table show- 
ing, 64-65; opportunity for women, 
66-67. 

District Nursing, work, 89; number 
engaged in, 89; training required, 
96; salaries, 96; field for, 96. 

District Secretaries of Associated 
Charities, training courses for, 
95; salaries, 95. 

Executive Secretaries, see Secre- 
tarial Work. 

Fall River, extent of social service in, 
86. 

Farming, see Agriculture. 

Fellowships, offered by the Women's 
Educational and Industrial Union, 
94-95. 

Floriculture, 33-42: conditions in 
business, 33-38; similarity to nur- 
sery culture, 33; training and ex- 
perience, 33-34; specialization, 34, 
39; size of plant, 34; labor prob- 



lem, 35; nationalities employed, 
35; average wage, 35; expenses in 
greenhouses, 35-37; labor cost per 
greenhouse, 35; investments, ex- 
penses and profits in business, 
table showing, 36-37; capital in- 
vested, 38; profits, 38; outlook in 
business, 38-40; conditions affect- 
ing, 39; competition, 39; condi- 
tions favorable to small grower, 
39; opportunity for women, 40-42. 

Foreign Competition, in market gar- 
dening, 21-22. 

Foreign Labor, employment on farms, 
11-12; in market gardens, 18; in 
nursery culture, 43. 

Frost, effect on market gardens, 21. 

Fruit Growing, 25-33: as a commer- 
cial enterprise, 25-26; ways of de- 
veloping, 26; modern methods, 
26; training demanded, 26; gen- 
eral conditions of business, 26-30; 
land required, 26-27; labor prob- 
lem, 27; picking season, 27; wages 
paid, 27; summer laborers, 28; 
expense in conducting fruit farm, 
28, 29; expense per tree, 28, 33; 
returns per tree, 30; capital neces- 
sary, 28-30; investments, expenses 
and profits in business, tab'° show- 
ing, 29; outlook in business, 30- 
31; relation to market gardening, 
30; relation to dairy farming, 30; 
essentials for success, 31; oppor- 
tunity for women, 31-33. 

Gardening, see Floriculture, also 
Market Gardening. 

Greenhouses, helpers required for, 
15, 18; labor cost, 19; expenses 
for in floriculture, 35-37; taxes, 
35; estimate of first cost, 36-37; 
use in nursery plants, 42; use of 
bees in, 57. See also Floricult- 
ure. 



INDEX 



171 



Horticulture, see Floriculture. 

Hospital Social Service, organiza- 
tions conducting, 92. 

Hospital Social Workers, duties, 97; 
preparation, 97; course for, 97; 
salaries, 98; opportunity for ad- 
vancement, 98. 

Hotbeds, size used by market garden- 
ers, 15. 

Intensive Farming, influence of agri- 
cultural colleges on, 8. 

Investigators, work, 94; training, 
94-95; salaries, 94, 95; course 
offered by Women's Educational 
and Industrial Union, 94-95. 

Italian Laborers, employment in 
market gardens, 18. 

Italian Women, employment on dairy 
farms, 62. 

Italians, standards of living, 22. 

Landscape Gardening, relation to 
nursery culture, 46. 

Languages, call for in secretarial work, 
135. 

Law Firms, secretarial work in, 122- 
123: duties, 122; requirements, 
122; salaries, 122-123; advan- 
tages, 123. 

Lawrence, extent of social service 
work in, 88. 

Lodging Houses, sale of by women 
brokers, 161-162. 

Lowell, social service situation in, 86- 
87. 

Market Gardening, 12-24: decline 
in, 13; reasons for, 21-23; rela- 
tion to fruit culture, 12-13; de- 
velopment, 13; returns from, 13; 
training for, 14; conditions of 
business, 14-20; kinds of work, 
14; combined with other indus- 
tries, 14; seasonal aspect, 15, 22; 
acreage necessary, 15; invest- 



ments, expenses, returns and pro- 
fits, table showing, 16-17; labor 
problem, 15, 18-20; nationalities 
preferred, 18; employment of 
women, 18, 23; wage paid male 
and female laborers, 18; labor cost 
per acre, 19; per greenhouse, 19; 
per cent, of total expenses repre- 
sented by, 19-20; capital neces- 
sary, 20, 22-23; profits from, 20; 
competition with Italians and 
Armenians, 21-22; outlook in busi- 
ness, 21-23; competition with 
South, 21; effect of southern 
frost, 21; opportunity for women, 
23-24. 

Massachusetts, outlook for agricult- 
ure in, 67. 

Matrons, training, 101; salaries, 101- 
102. 

Medical Social Service, 95-98: 
types of workers, 95-96; training, 
96, 98; salaries, 96, 97, 98; op- 
portunity, 98; number of women 
employed, 102-103 . 

Milk, prices paid producers, 63; op- 
portunity for women to help in 
solving problem, 66. See also 
Dairy Farming. 

New Bedford, extent of social work 
in, 87-88. 

Nursery Culture, 42-47: conditions 
in business, 42-44; relation to 
flower growing, 42; training and 
experience, 42, 45; stock grown, 
42; size of plant, 42-43; character 
of work, 43; labor question, 43; 
wage per day, 43; labor cost per 
acre, 43; capital required, 43; in- 
vestments, expenses and profits, 
table showing, 44-45; outlook in 
business, 44-46; competition, 45; 
advantages as business enterprise, 
46; opportunity for women, 46-47. 



172 



INDEX 



Nurses, employed by agencies for the 
betterment of health, 98; work, 
98; salaries, 98. See also Dis- 
trict Nursing and School 

Nurses. 

Orchards, see Fruit Growing. 

Physicians, secretarial work for, 121- 
122; requirements, 121; salaries, 
121, 122. 

Playground Work, relation to settle- 
ment work, 100; seasonal charac- 
ter, 100; training for, 100; sala- 
ries, 100; opportunity in, 100; 
number of women employed, 102. 

Playgrounds, cities conducting, 90. 

Poultry Raising, 47-54: advantages 
for women, 47; capital required, 
47, 50, 52; qualifications neces- 
sary, 47, 52; conditions in busi- 
ness, 47-52; size of plant in farms 
studied, 48; special lines, 48-49; 
fancy stock, 49; labor problem, 
49; expenses, 49, 52; investments, 
expenses and profits in business, 
table showing, 50-51; returns and 
profits per hen, 52; outlook in 
business, 52-53; causes for failure, 
52-53; opportunity for women, 
53-54. 

Private Secretaries, see Secretarial 
Work. 

Probation Officers, women employed 
as, 102; training, 102; salaries, 
102. 

Providence, social service activities 
in, 84-85; women holding posi- 
tions, 85. 

Publishing Houses, opportunity for 
women, 120. 

Real Estate Brokers, license fee for, 
149; schedule of commissions, 150- 
151. 



Real Estate Business, 145-165: pur- 
pose and scope of present study, 
147; situation in Boston, 147- 
149; type of men engaged in, 147- 
148; competition, 149; capital re- 
quired, 149; number of persons in 
Boston engaged in, 149; brokers' 
commissions, 149; special features 
of in Boston, 149-155; types of 
business, 149, 152, 153; outlook in 
Boston, 153-154; in suburbs, 155; 
opinion of men and women brokers 
regarding, 154, 160; income, 155, 
160; experience of men, 156-159; 
qualifications for, 156; working up 
in business, 156-157. 
Opportunity for women, 157-165: 
limitation of field for women 157- 
158; lines of work for women, 157, 
159, 161-162; number of women 
in Boston engaged in, 159; ex- 
perience of women in, 159-162; 
types of women represented, 159; 
income, 160; type of woman re- 
quired, 161; advantages of busi- 
ness, 161; means of securing train- 
ing and experience, 163-164. 

Real Estate Exchange, schedule of 
brokers' commissions, 150-151. 

Rural Home Making, problem in New 
England, 5. 

School for Social Workers, course 
in hospital social service, 97. 

School Nurses, duties, 96; training, 
97; salaries, 97. 

School Visitors, work supported by 
private philanthropy, 93-94. 

Secretarial Work, 109-143: demand 
for secretaries, 111; importance of 
occupation, 112; purpose and 
scope of present study, 113-115; 
sources, 115-117; statistics re- 
garding, 114; age group, 114-115; 
wage scale, 115; records of secre- 



INDEX 



173 



tarial students, 115-116; colleges 
represented, 116; definition of term 
secretary, 117; relation of stenog- 
rapher to secretary, 117, 118, 119, 
141; training, 117-119. 

Types of positions, salaries and re- 
quirements, 119-127: secretary in 
business firms, stores and com- 
mercial offices, 119-121; in banks, 
120; in publishing houses, 120; 
as physician's secretary, 121-122; 
in law firms, 122-123; as official 
court reporter, 123-124; in edu- 
cational institutions, 124-126; in 
social organizations, 126; as pri- 
vate secretary, 126-127; as execu- 
tive secretary, 127. 

Salaries, 128-133, 135-141: of college- 
trained women, 128-133, 135-141; 
of women with college training and 
without, table showing, 129; wage 
of stenographers and secretaries 
after 1 to 10 years' experience, 
chart showing, 130; of women 
without college training, table 
showing, 131; of women with and 
without college training by quar- 
ters, table showing, 132; after 3 
and 5 years' experience, chart 
showing, 133. 

College-trained secretaries, 134-141: 
preparation, 134-135; studies most 
valuable for, 134-135; salaries of 
secretaries trained in Simmons Col- 
lege, 135-141; initial salaries, chart 
showing, 139; salaries by years of 
experience and length of course, 
table showing, 140. 

Personal qualifications, 141-142; 
character of work, 142; as a voca- 
tion, 142; limitations, 142; special- 
ization in, 142. 
Settlements, character of work, 98; 

cities conducting, 91, 92. 
Settlement Work, number of women 



employed in, 91, 102; preparation 
for, 98; types of workers, 99; 
salaries, 99. 

Simmons College, salaries of secre- 
taries trained in, 135-141; types 
of secretarial positions held by 
graduates, 136-141; results from 
1-year and 4-year courses, 141; 
course in real estate suggested for, 
164. 

Social Service, 71-108: nature of, 73; 
right attitude of workers toward, 
73-76; danger of commercializing, 
73, 75; opportunity for volunteers, 
75; development of field, 77; in- 
terest to women, 77; purpose of 
present study, 78; scope, 79; 
questionnaire used, 79-80; geo- 
graphical extent, 80-81; cities and 
towns visited, table showing, 81; 
extent of social service in cities 
and towns visited, 82-88; organ- 
izations and institutions conduct- 
ing, 88-92. 
Types of positions, salaries and re- 
quirements, 92-102: visitors, 92- 
94; investigators, 94-95; Associ- 
ated Charities workers, 95; medi- 
cal social service workers, 95-98; 
district nurses, 96; school nurses, 
96-97; hospital social workers, 97- 
98; settlement workers, 98-100; 
playground workers, 100; Young 
Women's Christian Association 
workers, 100-101; matrons, 101- 
102; social workers in state insti- 
tutions, 102. 
Training, 103; age and religious 
qualifications, 104; salaries of 
workers, 104-108; salaries of 
women registering with the Ap- 
pointment Bureau, table showing, 
106; salaries offered by employers 
applying to Appointment Bureau, 
table showing, 107; salaries com- 



174 



INDEX 



pared with those of teachers, 108; 
opportunity for volunteers, 108. 

South, competition with market gar- 
dens in North, 21. 

Stenography, relation to secretarial 
work, 117, 118; cost of prepara- 
tion, 118; time required, 118; 
subdivision in, 119; wage of 
stenographers after 1 to 10 years' 
experience, chart showing, 130; as 
an entering wedge to real estate 
business, 164. See also Secre- 
tarial Work. 

Teachers, in settlements, 99-100; of 
commercial subjects, 137. 

Truant Officers, see Attendance 
Officers. 

Visiting Housekeeper, employed by 
Associated Charities, 95; salaries, 
95. 

Visiting Nurses, see District Nurs- 
ing. 

Visitors, character of work, 93; 
training, 93; religious qualifica- 
tions, 93; salaries, 93. See also 
District Nursing and School 
Visitors. 

Visitors to Girls on Parole, salaries, 
102. 

Women: as attendance officers, 78; 
as accountants, 120-121; as clerks 
in real estate offices, 163-164. 

Employment of in market gardens, 
18; in flower picking, 35. 

Opportunity in agriculture, 1-69: 
limitations of field, 3-4; types of 
work adapted to, 3; labor prob- 
lem, 4; training and experience, 
4, 68; qualifications, 68; capital 
required, 69. 

Opportunity in bee culture, 60; 
combining with other industries, 



60; qualities making for success, 
60. 

Opportunity in dairy farming, 66- 
67: aid in solving milk problem, 
66; how some women have suc- 
ceeded, 67. 

Opportunity in nursery culture, 46- 
47: difficulties, 46; special lines, 
46-47. 

Opportunity in poultry raising, 53- 
54: advantages, 47; size of plant 
advisable, 53; training and ex- 
perience, 53; success in work, 53 
as an avocation, 54. 

Opportunity in floriculture, 40-42 
training and experience, how se 
cured, 40, 41; developing business. 
40-41; specialization, 41; combin 
ing with other forms of agriculture, 
41. 

Opportunity in fruit growing, 31- 
33: why desirable for women, 27; 
objections, 31; ways of approach 
to industry, 32. 

Opportunity in market gardening, 
23-24: difficulties confronting, 23; 
alternatives open to, 24; combin- 
ing different lines of agriculture, 24. 

Opportunity in real estate, 145-165: 
essential qualifications, 156; opin- 
ion of men as to field for women, 
157-158; type of work for women, 
157, 160-162; difficulties confront- 
ing women, 158; experience of 
women in business, 159-162; num- 
ber engaged in, 159; types repre- 
sented, 159; training and experi- 
ence, 159; means of securing, 163- 
164; income, 160; type of woman 
required, 161; advantages of busi- 
ness, 161; controlling unpleasant 
features, 162. 

Opportunity in secretarial work, 109- 
143: statistics regarding, 114; 
training, 118-119; types of posi- 



INDEX 



175 



tions with salaries and require- 
ments, 119-127; women as secre- 
taries in business firms, 119-121; 
in banks, 120; in publishing 
houses, 120; as accountant's assist- 
ant, 120-121; as physician's secre- 
tary, 121-122; in law firms, 122- 
123; as official court reporters, 
123-124; in educational institu- 
tions, 124-126; in social organi- 
zations, 126; as private secretaries, 
126-127; as executive secretaries, 
127; salaries, 128-133, 135-141; 
qualifications, 141-142; develop- 
ment of field, 142. 
Opportunities in social service, 71- 
108: interest of occupation to 
women, 77; cities in which women 
are engaged as social workers, 82- 
88; types of work in various or- 
ganizations, 88-92; opportunity in 
different lines of work, training 
required, salaries, chance for ad- 
vancement, 92-102; women as 
visitors, 92-94; as investigators, 
94-95; as Associated Charities 
workers, 95; as medical social 
service workers, 95-98; as district 



nurses, 96; as school nurses, 96- 
97; as hospital social workers, 
97-98; as settlement workers, 98- 
99; as playground workers, 100; 
as Young Women's Christian 
Association workers, 100-101; as 
matrons, 101-102; as social work- 
ers in state institutions, 102; 
number of women employed as 
social workers, 102-103; training 
required, 103; qualifications, 104; 
salaries and opportunity for ad- 
vancement, 104-108; chance for 
part time and volunteer work, 
108. 
Vocation of rural home making, 5. 

Women's Educational and Indus- 
trial Union, training course for 
investigators, 94-95. 

Worcester, field of social service in, 
85; number of women employed 
in social service, 85. 

Young Women's Christian Associa- 
tion, workers employed, 100; 
training, 100-101; salaries, 101. 

Young Men's Christian Association, 
course in real estate, 164. 



